People Analytics: From Data to Decisions

Human Resource Management and Talent Development October 25, 2025
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Introduction

**People Analytics** is the strategic application of statistical analysis and technology to **HR** data to answer critical business questions and drive predictive talent decisions. This advanced course provides the methodology for leveraging integrated **HR** data to move beyond descriptive reporting into diagnostic, predictive, and prescriptive insights. Participants will master the process of framing high-value business questions, utilizing analytical tools, and translating complex data findings into compelling business narratives that influence C-suite strategy. The focus is on positioning **People Analytics** as the key driver of human capital **ROI** and organizational performance.

Objectives

Upon completion of this course, participants will be to:

  • Define and articulate the strategic value of **People Analytics** and its four levels (descriptive, diagnostic, predictive, prescriptive).
  • Master the methodology for framing complex business problems as testable hypotheses for analytical investigation.
  • Identify, access, and clean data from multiple sources (**HRIS, ATS, LMS, Survey**) for integrated analysis.
  • Apply core statistical techniques (e.g., correlation, regression) to identify drivers of key talent outcomes (e.g., high turnover, engagement).
  • Develop a strategic **People Analytics** roadmap focused on high-impact business questions (e.g., flight risk, Quality-of-Hire).
  • Master data visualization and storytelling skills to translate complex findings into clear, actionable business recommendations.
  • Understand the critical ethical considerations, privacy rules (**GDPR**), and fairness implications of using predictive **HR** models.
  • Build a compelling business case to justify investment in **People Analytics** technology and internal capabilities.

Target Audience

  • HR Leaders and Directors of Talent and Strategy
  • **People Analytics** and **HRIS** Analysts
  • HR Business Partners seeking to become data-driven strategic advisors
  • Business Intelligence and Data Science Professionals collaborating with **HR**
  • C-Suite Executives interested in human capital **ROI** and predictive insights

Methodology

  • Hands-on workshops using provided datasets to perform diagnostic analysis and identify key drivers of **HR** outcomes.
  • Group exercises framing a complex business challenge (e.g., low innovation) into a testable **People Analytics** hypothesis.
  • Case studies on organizations that leveraged predictive analytics to significantly reduce high-performer turnover.
  • Individual exercises developing a data story presentation that translates regression results into actionable **HR** policy changes.
  • Discussions on the ethical and fairness trade-offs in using predictive models for hiring decisions.

Personal Impact

  • Mastery of the end-to-end **People Analytics** methodology, from question to prescriptive action.
  • The ability to apply core statistical techniques to **HR** data for diagnostic and predictive insights.
  • Increased personal credibility and influence as a data-driven, strategic advisor to the business.
  • Enhanced skill in data visualization and storytelling to drive executive decision-making.
  • A foundational understanding of data ethics, governance, and privacy in advanced analytics.
  • The ability to translate complex data into clear, measurable, and high-impact business strategies.

Organizational Impact

  • Improved quality and speed of business decisions driven by reliable, predictive talent insights.
  • Optimized investment in human capital by proving the **ROI** of **HR** programs through data.
  • Reduced risk of critical talent shortages (e.g., flight risk) through proactive, data-informed intervention.
  • Stronger strategic alignment between **HR** and business objectives based on shared, measurable outcomes.
  • A cultural shift toward evidence-based decision-making and accountability across the organization.
  • Enhanced capability to compete for talent using data-driven insights on **EVP** and retention drivers.

Course Outline

Unit 1: The Strategic Value of People Analytics

Section 1: From Reporting to Prediction
  • Defining **People Analytics** and its evolution from basic metrics to advanced predictive modeling
  • The four levels of analytics: descriptive, diagnostic, predictive, and prescriptive and their application in **HR**
  • Framing the business problem: translating organizational challenges into clear, data-driven analytical questions
  • Understanding the business case and demonstrating the **ROI** of **People Analytics** projects

Unit 2: Data Management and Analytical Methodology

Section 1: Integrity and Tools
  • The process of identifying, extracting, and integrating data from disparate **HR** and business systems (**HRIS, CRM, Finance**)
  • Mastering data cleansing and quality checks: addressing inconsistency, outliers, and missing data
  • Applying diagnostic analysis: using correlation and segmentation to understand the *drivers* of **HR** outcomes
  • Introduction to analytical tools: **Excel**, **R/Python** basics, and specialized **People Analytics** software

Unit 3: Predictive Modeling and Strategic Application

Section 1: Forecasting the Future
  • Building and interpreting basic predictive models (e.g., flight risk, future staffing needs, performance forecasting)
  • Applying analytics to strategic **HR** functions: optimizing talent acquisition channels and predicting **Quality-of-Hire**
  • Using analytics to diagnose and improve the effectiveness of **L&D** and performance management interventions
  • Case study application: using predictive insights to inform strategic workforce planning and succession decisions

Unit 4: Data Storytelling and Influence

Section 1: Communication and Action
  • Mastering data visualization best practices for clarity, integrity, and impact
  • Developing data storytelling skills: creating a narrative arc that moves from data to insight to action
  • Strategies for presenting complex analytical findings to executive leadership and non-technical stakeholders
  • Translating analytical insights into clear, prioritized, and measurable action plans for **HR** and line managers

Unit 5: Governance, Ethics, and Sustained Capability

Section 1: Responsibility and Future
  • Establishing a robust data governance and access control framework for sensitive **People Analytics** data
  • The ethical implications of predictive modeling: mitigating algorithmic bias and ensuring fairness in hiring/promotion
  • Compliance with global data privacy regulations (**GDPR, CCPA**) in cross-border **People Analytics** projects
  • Action Planning: building an internal **People Analytics** function, talent, and technology roadmap

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