People Analytics: HR Transformation Through Data
Coursalytics is an independent platform to find, compare, and book executive courses. Coursalytics is not endorsed by, sponsored by, or otherwise affiliated with Wharton School of Business.Full disclaimer.
Talent is the most important asset in many businesses, yet people-related issues are often addressed informally, with a strong reliance on instinct. Today, though, the data-driven approach known as “people analytics” allows business leaders to use evidence instead of intuition. It relies on objective data and deep analysis to take the subjectivity out of decisions on recruiting, performance evaluation, leadership, hiring and promotion, job design, compensation, and collaboration.
In People Analytics: A Data-Driven Approach to Managing People, you will learn how data can and should be collected, analyzed, and used as a basis for decisions. Wharton faculty will demonstrate how cutting-edge companies are applying analytics techniques, and how to build practices within your firm that lead to better individual and organizational performance.
Program Highlights and Benefits
In People Analytics: A Data-Driven Approach to Managing People, you will:
- Discover how to apply hard data to make more informed soft-skill, people-related decisions
- Become a more educated data consumer, recognizing the good and the bad in terms of data collection and applications
- Learn better tools for defining and cultivating organizational culture
- Understand how leading companies are using people analytics
- Consider relevant legal and ethical issues
Experience & Impact
People analytics as a business discipline originally began as a human resources technical function that analyzed engagement and retention. Today it is increasingly applied across global organizations to solve a wide range of business challenges. While many companies say tapping into this treasure trove of employee data is a priority, only a minority of organizations have usable data. That means developing the knowledge and tools needed to exploit this fast-growing field of study can give you a serious advantage over your competition.
People Analytics explores data-driven techniques for managing people, and for making more strategic, systematic decisions that affect the organization as a whole. Taught by the directors of the Wharton People Analytics initiative, the program examines the topic on three levels — data collection, analysis, and application — and offers state-of-the-art research and applications for each. Issues surrounding data acquisition, including what types of data are essential, as well as archival, survey, passive, and active collection methods, are all considered.
Because merely having data is not sufficient, better and worse uses of data are explained using real-world examples. You will learn methods for avoiding decision biases, including employing machine-based algorithms. Finally, best-practice approaches to drawing rigorous conclusions based on collected data are explored.
This dynamic, hands-on program is a true learning laboratory, leveraging the latest insights and best practices to help you and your organization move to the analytics forefront. In addition to lectures, case studies, and exercises, you will work throughout the week in small groups on a real-world issue, running data analyses and making recommendations based on your findings. You will also discuss specific challenges with faculty and fellow participants as you begin to explore how people analytics can be applied in your organization.
The theories and applications of People Analytics will be examined as they relate to:
- Internal and External Hiring
- Retention and Engagement
- Performance Management
- Team Building
- Legal and Ethical Questions
- Decision Biases
Who should attend
People Analytics: A Data-Driven Approach to Managing People was designed for those who want to build analytics capabilities, improve the quality of talent, and learn better tools for managing and leading organizations. In particular, HR professionals, business unit and general managers, and leaders of mid-size to large companies will benefit