Executive Program on HR Analytics

This course is exclusively designed to train Students and HR Professionals on analytic techniques and reveal data-driven insights that will prepare you for HR Leadership roles in the global market.

About Our Course

Human resource analytics (HR analytics) is an area in the field of analytics that refers to applying analytic processes to the human resource department of an organization in the hope of improving employee performance and therefore getting a better return on investment. What HR analytics does is correlate business data and people data, which can help establish important connections later on. The key aspect of HR analytics is to provide data on the impact the HR department has on the organization as a whole. Establishing a relationship between what HR does and business outcomes – and then creating strategies based on that information – is what HR analytics is all about. HR leaders must align HR data and initiatives to the organization’s strategic goals. For example, a tech company may want to improve collaboration across departments to increase the number of innovative ideas built into their software. HR initiatives like shared workspaces, company events, collaborative tools, and employee challenges can be implemented to achieve this goal. To determine how successful initiatives are, HR analytics can be utilized to examine correlations between initiatives and strategic goals. Once data is gathered, HR analysts feed workforce data into sophisticated data models, algorithms, and tools to gain actionable insights. These tools provide insights in the form of dashboards, visualizations, and reports. Through a data-driven approach, HR analytics can illuminate the major causes of attrition, and new policies, along with training programs, can be put in place to help mitigate the problem.
Introductory Video About The Course

Program Features

This course is exclusively designed to train Students and HR Professionals on analytic techniques and reveal data-driven insights that will prepare you for HR Leadership roles in the global market.
Today, the role of human resources function has moved much beyond the traditional boundaries from a predominantly administrative function to a more advantageously focused entity, from a transaction oriented cost centre to a value-added business partnership approach. Analytics has played a critical role in this voyage of HR transformation from being just a subsidiary division of a business to being a strong pillar of support behind the success of a business enterprise. Informed HR professionals maximize productivity and drive to achieve strategic business goals.
This programme will specifically focus on the applied methods and techniques with an output orientation for improving the human resource functions in small to large scale organizations. The frameworks, models, and hands-on analytical approaches will equip the participants with developing the SMART (specific, measurable, attainable, reliable, and time bound) targets and identifying business contributions of the HR function in their respective organizations.

Who Can Take This Program?

Fresh HR Graduates Who Wish To Learn Advanced HR Systems, Processes and Analytics.


The Minimum Entry Criteria For Participants Are Bachelor’s Degree/mba In Hrm From A Recognized University. As The Programme Is Conducted In English, Participants Are Expected To Possess A Good Command Of English Both Written And Verbal.


Projects (If Applicable) Title Preparing an Analytic Plan Brief Description Project Provider Students Would Have To Do It Within Their Own Organisation Seeking Help From a Mentor Within The Organisation.


The Course Structure And Content Are Developed By Experts From Gwfm And Jain (Deemed-to-be-university) Consisting Of Technical Experts. The Smes Have Been Working In India In Hr And Have Expertise In Various Aspects Of Hr And Have Been Part Of The Audit And Implementation. This Assures You That The Course Has Been Created With Meticulous Instruction, Introducing You To Diverse Perspectives And Best Practices In The Relevant Standards.
CEO Club
  • Name: Martin Smith
  • Designation: Software Developer
  • Company Working For / Working in Along With The Logo: Facebook
  • Years Of Experience In The Field Of Teaching: 20 Years

Tools & Applications

(Tools and Applications The Student/User Would Learn And Would Work On During The Program Period)

Job Prospects

The Course Helps in Adding a Certification Which In Turn Empowers The Candidate To Be Part Of The Audit Team Of The Organisation. GWFM Provides Placement Support To All Certified Students.

Topic covered

  • Introduction
  • End-to-End Statistical project on Employee Satisfaction using Factor Analysis in R.
  • Master practical skills to solve HR business problem using Step-by –step approach called “Anatomy of a Statistical Model”.
  • Understand how employee satisfaction affects business in terms of money?
  • Convert Employee satisfaction business problem into a statistical problem.
  • Understand how to discover and collect data.
  • Understand how to prepare and explore the data for meaningful insights.
  • Apply the dimension reduction technique to find significant factors for Employee Satisfaction.
  • Extract major findings and insights from the statistical solution.
  • Understand how the insights will help leaders make strategies and policies to improve employee satisfaction.
Curriculum (module wise in-detail)
1. Hrm In Changing Context
2. People Capabality Maturity Model (Pcmm)
3. Basic Model And Levels Of Maturity
4. Assessing The Maturity In Hr Processes Of The Organization
5. Care Approach
6. Transition From Transaction Orientation To Analytics Orientation
7. Hr Technology And Analytics Interaction
8. Hr Technology Overview
9. What Is Hr Analytics?
10. Hr Analytics Popular Frameworks
11. Lamp Framework – Relation With Human Capital
12. Bridge Framework-hierarchical Analysis Of Employee Data For Business.
A. Decisions
13. Hcm 21 Framework: Scan,plan,produce,predict
14. Skills Required For Hr Analytics
15. Making A Case For Hr Analytics And Wining Sponsorship
16. Importance Of Data Availability And Governance
17. Do’s And Don’ts Of Hr Analytics
1. Basics of statistics
2. Mean median & mode
3. Correlation
4. HR Case study of correlation
5. Linear regression
6. HR Case study of Linear regression
7. Logistic regression
8. Anatomy of statistical model, The Anatomy of statistical model, knowledge check.
9. Understanding Business Problem, Business problem understanding and knowledge check.
10. Installation of R & R Studio, R & R installation, Knowledge check
11. Data Discovery & Collection, knowledge check
12. Introduction to Data preparation, uni-variate analysis, Feature engineering, reliability testing, Bi-variate analysis and Hypothesis Testing, Dimension reduction using Factor analysis, Knowledge check.
13. Insights and Prescriptions, Major findings, important results and suggestions, Conclusion, Knowledge check.
14. HR Case study of Logistic regression
  • Employee Data Primary Sources
  • Employee data secondary sources
  • Efficiency & Effectiveness metrics.
  • General employee data fields.
  • Key metrics for each vertical of HR.
  • Talent Analytics Maturity Model.
  • Hiring estimates
  • Sources and channels
  • Time and cost effectiveness
  • Recruitment outsourcing
  • Reactive Analytics, Proactive Analytics, Strategic Analytics, Predictive Analytics.
  • Recruitment Metrics:
    1. Fill-up ratio, Time to hire, Cost per hire.
    2. Early turnover, Termination during probation
    3. Channel efficiency mix in terms of Direct hires, Employee referral hires, Agency hires & Lateral hires
    4. Offer reject and renege,Fulfilment ratio, Quality of hire
    5. Recruitment to HR cost
  • Diversity Metrics:
    1. Workforce diversity index
    2. Gender mix
    3. Differently abled index
    4. Implementation challenges
  1. Retention index
  2. Voluntary and involuntary turnover
  3. Turnover by department, grades, performance, and service tenure
  4. Internal hired index
  1. Training need identification
  2. Make or Buy Model
  3. Training effectiveness evaluation
  4. Training & Development Metrics
  5. Percentage of employee trained
  6. Internally and externally trained
  7. Training hours and cost per employee, ROI calculation
  8. Career Progression Metrics
  9. Promotion index
  10. Rotation index
  11. Career path index
  12. Level wise succession readiness index
  1. Employees per manager
  2. Employee service profiling
  3. Workforce age profiling
  4. Workforce age profiling
  5. Churnover index
  6. Churnover index
  1. Revenue per employee
  2. Operating cost per employee
  3. PBT per employee
  4. HR cost per employee
  5. HR to operating cost
  6. Compensation to HR cost
  7. HR budget variance
  8. HR ROI
  1. Process of development
  2. Essential criteria
  3. Identifying the metrics
  4. Identifying the metrics
  5. Selection of appropriate metrics
  6. Sources of data
  7. Types of design: post only, both pre and post measures,Time series
  8. 8. Measures with a comparison group, measures with a comparison standard.
KPI Dashboard
  1. Criteria of creating KPI Dashboard
  2. Characteristics of the metrics
  3. Creating a sales KPI Dashboard
  4. Creating a sales KPI Dashboard through 9 Box Grid
HR KPI Scorecard
  1. Calculating HR KPI
  2. Scorecard based on recruitment, training and development
  3. Calculating HR KPI
  4. Scorecard based on employee retention, and turnover
  1. Data Visualization best practices
  2. Popular tools available for visualization
  3. Storyboarding and importance of insights
  4. Interactive and static dashboards and reports
  5. Sample HR Dashboard
  6. HR Dashboard Practice Case Study


The GWFM has been a driving force that has launched in social media spotlight gaining large scale knowledge platform on Global Workforce Analytics, Design Thinking, HR Analytics, Speakers Club and various other masterclasses through a broad spectrum in sharing Return on Experience (REX). Highest Standard Innovative World Class Forum.

Srikanth Sundaram -


Congratulations Team@GWFM for emerging as a successful organization and uniting both HR professionals and Business Leaders on a single platform to share and learn the practical approaches to manage various critical and relevant HR and Business issues within the industry. GWFM is thus enhancing the professional development, by sharing information and experiences and thus fostering fellowship amongst HR practitioners and Business Leaders.

Dr. Deepak Deshpande -


I have seen GWFM from its formative years & its objective to be the only WFM forum in the world to share ideas & curate content for the industry. Today they have reached a pre-eminent position & I know that with the passion & vision, notwithstanding the commitment that Partho & Shiva brings, this forum will go a long way in enhancing & enriching the human potential. Congrats!

Augustus Azariah -

Director HR IBM

The GWFM TEAM is spearheading stellar efforts to build, sustain & share THOUGHT-LEADERSHIP amongst the professional community. The sheer commitment, passion, and reach are commendable. Being part of their strategic team and planning and leading interventions in the leadership development space have been a joy and an honour. Weaving together a community of HCM professionals, Partho and Shivakumar have done a fantastic job. I am sure in due course GWFM will ensure scale and impact, for the good of all professionals. Here s wishing GWFM, a stupendous success.

Dr. Pramod Sadarjoshi -

Sr. Director Oracle

Learning Objectives ?

  • To be able to take strategic decisions using predictive analytics in HR.
  • To improve organisational performance through high quality talent related decisions.
  • To expose HR fraternity to critical HR issues associated with Business.
  • To be able to take strategic decisions using predictive analytics in HR.
  • To improve organisational performance through high quality talent related decisions.
HR analytics will move from an operational partner to a more strategic center of excellence. Companies are now realizing company success is built on people, and HR analytics can light the way from intangible theory-based decisions to real ROI through the following:
  • Better hiring practices.
  • Decreased retention.
  • Task automation.
  • Process improvement.
  • Improved employee experience.
  • More productive workforce.
  • Improved workforce planning through informed talent development.

Our Upcoming Events


WFM National Conclave

Lorem Ipsum is simply dummy text of the printing and typesetting industry. Lorem Ipsum has
12:00am to 11:59pm


Level: Advanced
Classroom Sessions/ Live Webinar Sessions

Send us a Message

Curriculum is empty


User Avatar Global WFM

Course Features

  • Duration 10 week
  • Max Students 1000
  • Enrolled 0
  • Re-take Course 0
  • Assessments Self