People Analytics, HR Metrics & Evidence-Based HR is a structured track of 14 lessons that build a complete, interview-ready understanding of the topic. Work through them in order, then use the quiz and flashcards in each lesson to revise.
What this course covers
- What People Analytics Is and What It Is Not - The difference between reporting headcount and answering a business question.
- The Analytics Maturity Path from Reporting to Prediction - The stages, and the single realistic step to move up one level.
- HR Data: Sources, Quality & the Systems It Lives In - Where people data comes from, and why it is usually messier than expected.
- Headcount, Attrition & Retention Formulas Done Correctly - Every attrition definition, why they disagree, and choosing one deliberately.
- Cost Metrics: Cost per Hire, Cost of Turnover & HR Cost Ratio - The cost formulas, including the components teams routinely leave out.
- Productivity Metrics: Revenue and Profit per Employee - Computing productivity measures, and their limits across business models.
- Metric Sets by Function: Hiring, Learning & Engagement - The metric set each HR sub-function owns, with benchmark ranges.
- Building an HR Dashboard Leadership Actually Reads - Choosing the few metrics that drive decisions, and laying them out for a leader.
- Attrition Prediction and the Ethics of Flight-Risk Scoring - How prediction models are built, and the line between insight and surveillance.
- Running an Experiment on an HR Intervention - Designing a controlled test of an HR change, with the ethical constraints.
- Evidence-Based HR: The Four Sources of Evidence - Research, internal data, stakeholder views and professional judgement, combined.
- Presenting People Data to a Business Audience - Leading with the decision, and surviving the challenge to your numbers.
- AI in People Analytics: Prediction, Language Models & Guardrails - Where models add real predictive value in HR data, and the guardrails they need.
- Case Study: An HR Metrics Workshop With Indian Numbers - Attrition, cost per hire and learning return worked through with Indian figures.