Course curriculum

    1. 1.1 What is People Analytics? Definition and scope of People Analytics.

    2. 1.2 Evolution of People Analytics in organizations

    3. 1.3 Importance of People Analytics in decision-making

    4. 1.4 Aligning People Analytics with business strategy

    5. 1.5 People Analytics in Practice

    1. 2.1 Understanding the difference between process and outcome metrics

    2. 2.2 Selecting appropriate metrics for analysis in people analytics

    3. 2.3 Defining the timeframe for decision-making in People Analytics

    4. 2.4 Balancing short-term and long-term outcomes

    5. 2.5 Developing analytics models that account for future uncertainties and industry changes

    1. 3.1 Data Sources for People Analytics

    2. 3.2 Data Sources for People Analytics: Employee Surveys and Feedback

    3. 3.3 Dealing with missing data and outliers

    4. 3.4 Standardizing and Normalizing data

    5. 3.5 Ensuring data accuracy and integrity

    1. 4.1 Exploratory Data Analysis

    2. 4.2 Descriptive statistics in People Analytics

    3. 4.3 Visualize the distribution of variables

    4. 4.4 Data visualization in HR

    5. 4.5 Predictive Analytics in HR

    1. 5.1 AI in People Analytics

    2. 5.2 Predictive workforce analytics

    3. 5.3 Agile HR analytics

    4. 5.4 Global People analytics trends

    5. 5.5 Data Driven HR Culture

About this course

  • 25 lessons
  • 0.5 hours of video content

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This course is a valuable component of Certified HR Practitioner Certification (CHR-P) program.
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What this people analytics course covers

This introduction to people analytics course is part of HCMI's AI in HR Certification (AIHR-C) and builds the HR analytics foundation every people-analytics practitioner needs.

  • From HR reporting to people analytics

    Understand what actually separates people analytics from basic HR reporting, how the discipline evolved, and how to align an analytics function with real business strategy rather than vanity metrics. You will see how People Analytics shows up in practice at real organizations.

  • The metrics and tools of people analytics

    Build metric fluency: what separates a leading indicator from a lagging one, which data sources feed a people analytics function, and the common pitfalls that make HR data misleading. This module gives you the vocabulary and judgment to read a people analytics dashboard critically, not just build one.

  • Who this course is for

    Built for HR generalists, HRBPs, and early-career HR analysts who want a structured on-ramp into people analytics without a data-science background. No coding or statistics prerequisite — this course focuses on business judgment and interpretation, the skills that make analytics useful in an actual HR function.