Make sure this course is right for you.
Get unbiased reviews and personalized recommendations.
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
About the course
People analytics is the most radical change to affect human resources in the last 30 years. Until recently, HR decisions have generally been guided by tradition, perceived best practices, and gut instinct. But today, world-class organizations are increasingly turning to sophisticated analytical approaches to determine which candidates to hire, to retain, and, ultimately, how to manage them.
In People Analytics: HR Transformation Through Data, you will learn how to fully engage in your organization’s analytics and positively impact the way you manage talent. The program covers the basic statistical and analytic approaches that allow companies to transform people data into useful insights, and surveys the different ways in which leading edge organizations are using data to change the way they manage people. Designed for HR leaders and senior-level hiring managers, this program will give you the insightful knowledge and tools you need to harness the power of data to make better HR decisions and change the way you manage people.
Highlights and Key Outcomes
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 decisionsDiscover how and when data can be used to make key employee decisions
- Become an educated and savvy consumer of HR data, recognizing the good and the bad in terms of data collection and applications
- Understand how leading companies are using people analytics
- Consider relevant legal and ethical issues in HR decisions
- Become an agent of change toward an HR analytics culture and position yourself as a strategic partner in your company’s talent management
Experience & Impact
People analytics began as a technical human resources function that focused narrowly on engagement and retention. Today it is increasingly applied across global organizations to solve a wide range of business challenges. Some of the world’s most successful companies (such as Google, Nissan, and Goldman Sachs) are using people analytics to improve hiring and promotion, performance evaluation, job design, compensation, and collaboration. But while many companies say tapping into their employee data is a priority, only a minority of organizations has usable data, and even fewer are putting it to use. That means developing the knowledge and tools needed to exploit this fast-growing field can give your career and your organization a serious advantage
People Analytics explores data-driven techniques for managing people, and for making more strategic, systematic decisions that affect the organization as a whole. It will help prepare you to take a leadership role in building an analytics capability in your organization, as opposed to learning the number-crunching skills of data scientists. 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. By gaining greater insights into your workforce, you will be able to help them engage more positively and productively, and reduce risks.
Because merely having data is not sufficient, better and worse uses of HR 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 from some of the world’s most successful companies 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, an industry panel, and exercises, you will work throughout the week in small groups on a real-world issue, 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
- Promoting, Retaining, and Engaging Talent
- Team Building
- Legal and Ethical Questions
- Decision Biases
- Network Analysis: Measuring and Managing Cooperation
- Emerging Technologies
Research Interests: People analytics, judgment under uncertainty, organizational behavior Cade Massey is a Practice Professor in the Wharton School’s Operations, Information and Decisions Department. He received his PhD from the University of Chicago, and taught at Duke University and Yale Unive...
Matthew Bidwell's research examines new patterns in work and employment, focusing in particular the causes and effects of more shortterm, market oriented employment relationships. He has conducted detailed research on the contracting workforce in information technology, publishing papers on how t...
Biography Prasanna Tambe is an Associate Professor of Information, Operations and Management Sciences (IOMS) at the New York University Leonard N. Stern School of Business. His research focuses on the economics of the high-tech labor force. Some recent research projects focus on understanding how...
Professor Exequiel (Zeke) Hernandez is an expert on global networks and the internationalization of firms. He is interested in how firms grow by establishing subsidiaries in foreign countries, by forming alliances and other types of network ties with foreign partners, and by making strategic acqu...
Education JD, Harvard University, 1994; BA, University of California at Berkeley, 1991 Recent Consulting World Bank (201415). Advising on use of gamification in massive open online courses. Marriott and Franklin Covey (2014). Developing gamification system for employee motivation. Organization ...
Videos and materials
Because of COVID-19, many providers are cancelling or postponing in-person programs or providing online participation options.
We are happy to help you find a suitable online alternative.