About the Course
People Analytics & Organisational Decisions is an advanced programme designed to strengthen capability in using workforce data to inform strategic and operational decision-making.
As organisations face increasing complexity, HR must move beyond intuition toward disciplined, evidence-based analysis. This course equips participants with structured approaches to interpreting workforce data, linking analytics to organisational performance, and supporting leadership decisions with credible insight.
The programme integrates analytics frameworks, metric design, and governance discipline to build sustainable data-driven people strategy capability.
Course Benefits
- - Strengthen data-driven HR decision-making capability
- Design meaningful people metrics aligned with strategy
- Improve workforce forecasting and performance analysis
- Enhance credibility of HR recommendations
- Build sustainable analytics governance within HR
Course Duration
5 Days (6 hours per day)
Who Is This Course For?
- - HR leaders and business partners
- People analytics professionals
- Talent and workforce planning teams
- Organisational development leaders
- Executives overseeing workforce strategy
Course Delivery
- - People analytics workshops
- Metric and dashboard design exercises
- Case-based workforce data analysis
- Scenario planning simulations
- Applied frameworks to participants’ organisational data contexts
Course Content
Day 1: Foundations of People Analytics
- - Understanding analytics as a strategic HR capability.
- Aligning workforce metrics with business objectives.
- Distinguishing descriptive, diagnostic, and predictive analytics.
- Identifying data quality and governance risks.
Day 2: Designing People Metrics & Dashboards
- - Defining KPIs aligned with talent and performance goals.
- Designing dashboards for executive decision-making.
- Integrating qualitative and quantitative indicators.
- Avoiding misleading or vanity metrics.
Day 3: Workforce Performance & Predictive Insight
- - Analysing performance, engagement, and retention data.
- Identifying patterns and drivers of workforce outcomes.
- Strengthening workforce forecasting capability.
- Using data to inform succession and capability planning.
Day 4: Evidence-Based Organisational Decisions
- - Translating analytics into strategic recommendations.
- Aligning workforce decisions with financial performance.
- Managing risk through data-informed planning.
- Communicating analytics insights clearly to leadership.
Day 5: Embedding Analytics Governance
- - Integrating analytics into HR planning cycles.
- Strengthening data governance and ethical standards.
- Aligning leadership accountability with workforce metrics.
- Building sustainable people analytics capability.
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