Upon completion of this course, participants will be able to:

• Define, calculate, and benchmark core **HR** metrics (**Turnover, Time-to-Hire, Cost-per-Hire, Engagement**) accurately.
• Master the process of building a comprehensive **HR** dashboard that aligns human capital metrics with business **KPIs**.
• Utilize data visualization techniques to clearly communicate complex **HR** findings and trends to non-**HR** stakeholders.
• Understand the difference between descriptive, diagnostic, predictive, and prescriptive analytics and apply each appropriately.
• Conduct basic statistical analysis (e.g., correlation, regression) to identify drivers of **HR** outcomes (e.g., factors impacting high turnover).
• Develop a strategic **HR** analytics roadmap focused on answering high-value business questions about talent.
• Ensure data governance, quality, and confidentiality in all **HR** analytics projects.
• Translate data findings into clear, actionable recommendations that justify investment in **HR** programs (**ROI**).

• HR Leaders and Directors of Talent Management and **HRIS**
• HR Business Partners and Generalists driving data-informed decisions
• Compensation and Benefits Specialists and Analysts
• Recruitment and Talent Acquisition Professionals focused on pipeline metrics
• Internal Consultants and Business Analysts collaborating with **HR**

• Hands-on workshops calculating core **HR** metrics and developing a standardized dashboard in a spreadsheet tool.
• Group exercises analyzing sample **HR** data sets and identifying the top two drivers of voluntary turnover.
• Case studies on organizations that successfully used analytics to predict and prevent major talent shortages.
• Individual exercises developing a data visualization presentation slide for a C-suite audience.
• Workshops on selecting the right analytical tool (correlation, descriptive, predictive) for a given business question.

Unit 1: The Strategic Foundation of HR Metrics

• Defining **HR** Metrics vs. **HR** Analytics and their evolution into a strategic discipline
• Linking human capital data to business outcomes and financial performance (**ROI**)
• Identifying the most critical **HR** metrics for measurement based on organizational strategy and pain points
• Establishing a data governance framework for ensuring **HR** data quality, consistency, and security

Unit 2: Core HR Metrics Calculation and Benchmarking

• Mastering the calculation and interpretation of **Workforce** metrics (e.g., headcount, utilization, demographic mix)
• Mastering the calculation and interpretation of **Recruitment** metrics (e.g., **Time-to-Hire, Source-of-Hire, Quality-of-Hire**)
• Mastering the calculation and interpretation of **Retention/Turnover** metrics (e.g., voluntary/involuntary, cost of turnover)
• Techniques for benchmarking internal metrics against industry standards and best practices

Unit 3: Analytics and Data Storytelling

• Applying diagnostic analytics: understanding *why* metrics are changing (e.g., correlation/driver analysis of engagement scores)
• Introduction to basic predictive analytics (forecasting turnover, future staffing needs)
• Mastering data visualization: creating clear, impactful charts and dashboards for executive presentations
• Developing data storytelling skills: translating complex data points into clear, actionable business narratives

Unit 4: Technology and Implementation

• Utilizing **HRIS/HCM** reporting and analytics modules for efficient data extraction and metric calculation
• Evaluating dedicated **People Analytics** software and dashboard tools (e.g., Power **BI**, Tableau)
• Strategies for integrating data from multiple sources (e.g., **HRIS, LMS, ATS, Engagement Surveys**) for holistic analysis
• Ensuring data confidentiality and ethical usage in all analytics projects and reporting

Unit 5: Strategic Application and Action Planning

• Using analytics to identify high-impact organizational issues (e.g., **"Toxic"** managers, flight risk segments)
• Translating analytical findings into clear, measurable, and prioritized **HR** action plans and program changes
• Strategies for presenting **HR** analytics to C-suite and demonstrating the **ROI** of talent investment
• Action Planning: creating an internal **HR** analytics capability development roadmap