Enroll in HR Analytics and Talent Acquisition

The Evolution of Human Resources

Trace how HR moved from administration to strategic partnership. Understand why data now sits at the center of people decisions.

Core HR Functions and Responsibilities

Survey the main HR areas including recruitment, onboarding, compensation, learning, and employee relations. Learn how they interconnect across the employee lifecycle.

HR Roles and Career Pathways

Compare generalist, specialist, recruiter, and analyst roles. Identify the skills and tools each career path requires.

HR as a Business Partner

Examine how HR aligns people strategy with business goals. Practice speaking the language of leaders and finance teams.

Introduction to Strategic Workforce Planning

Understand the purpose and stages of workforce planning. See how it links hiring to long-term strategy.

Demand and Supply Forecasting

Estimate future headcount needs and compare them with internal and external talent supply. Use simple spreadsheet methods.

Headcount Budgeting and Requisition Approval

Learn how headcount budgets are built and how requisitions get approved. Practice writing a business case for a new role.

Skills Inventories and Gap Assessment

Build a skills inventory for a sample team and identify critical gaps. Decide when to build, buy, or borrow talent.

The Talent Acquisition Lifecycle

Walk through each stage from intake to offer and onboarding. Identify where delays and drop-offs commonly occur.

Employer Branding and Candidate Attraction

Learn how employer brand influences application rates and offer acceptance. Draft a compelling employer value proposition.

Sourcing Channels and Techniques

Compare job boards, social platforms, referrals, and talent communities. Practice Boolean search and passive candidate outreach.

Job Analysis and Writing Effective Job Descriptions

Translate role requirements into clear, inclusive job descriptions. Avoid biased language and unrealistic criteria.

Resume Screening and Shortlisting

Apply structured criteria to screen resumes quickly and consistently. Reduce reliance on gut feeling.

Structured Interviewing Methods

Design behavioral and situational questions with scoring rubrics. Practice conducting and documenting interviews.

Assessments and Selection Tools

Review skills tests, personality tools, and work samples. Judge their validity, fairness, and fit for different roles.

Reducing Bias in Hiring

Identify common cognitive biases that affect hiring decisions. Apply practical techniques to improve fairness and diversity.

Introduction to HR Analytics

Understand what HR analytics is and the four levels from descriptive to prescriptive. Review real examples of impact.

HR Data Sources and HRIS Basics

Explore HRIS, applicant tracking systems, and survey tools as data sources. Learn what each system captures and where gaps exist.

Data Types, Cleaning, and Quality

Distinguish categorical and numerical data and fix common errors like duplicates and missing values. Practice cleaning a sample dataset.

Core HR Metrics and KPIs

Learn to calculate turnover, time to fill, cost per hire, and quality of hire. Interpret each metric in context.

Mapping Sourcing Channels

Compare job boards, referrals, career sites, agencies and campus hiring. Learn how to match each channel to role type, budget and urgency.

Boolean Search and X-Ray Techniques

Build precise search strings to find candidates on professional networks and the open web. Practice refining queries to improve relevance and volume.

Passive Candidate Outreach

Learn to write personalized messages that get responses from people who are not actively job hunting. Review sample outreach and response benchmarks.

Employee Referral Programs

Design referral programs that motivate employees and bring in quality hires. Examine incentive structures and ways to avoid bias in referral networks.

Writing Effective Job Descriptions

Turn role requirements into clear, concise postings that set accurate expectations. Distinguish must-have skills from nice-to-have skills.

Inclusive and Bias-Free Language

Identify wording that discourages diverse applicants and rewrite it neutrally. Use simple checking tools to review postings.

Employee Value Proposition

Define what makes an organization a great place to work and express it credibly. Gather employee insights to support the message.

Career Pages and Social Recruiting

Improve career site content and use social platforms to showcase culture and openings. Learn which content formats attract applicants.

Reading Resumes with Purpose

Learn a systematic approach to scanning resumes for relevant experience, achievements and red flags. Practice on real-style samples.

Building Screening Scorecards

Create weighted criteria to compare applicants objectively. Calibrate scores across reviewers to improve consistency.

Applicant Tracking Systems Essentials

Understand how an ATS stores, filters and moves candidates through stages. Set up basic workflows and knockout questions.

AI and Automation in Screening

Explore how automated parsing and ranking tools work and where they can go wrong. Discuss human oversight and fairness checks.

Interview Formats and When to Use Them

Compare one-to-one, panel, group and case interviews. Choose the right format for each role and level.

Competency Framework and Question Design

Translate role competencies into targeted interview questions. Build a question bank with clear evaluation guidelines.

Behavioral and Situational Questions

Use the STAR method to probe past behavior and test judgment with hypothetical scenarios. Practice follow-up questions that uncover depth.

Panel Interview Coordination

Plan roles, question allocation and scoring for interview panels. Hold effective debrief sessions that reach evidence-based decisions.

Types of Pre-Employment Assessments

Review cognitive, personality, skills and situational judgment tests. Learn the strengths and limits of each.

Validity, Reliability and Fairness

Understand the basic statistics that show whether a selection method predicts job success. Spot adverse impact in results.

Work Samples and Case Exercises

Design realistic job tasks that reveal practical ability. Create scoring rubrics and set fair time limits.

Reference and Background Checks

Conduct reference conversations and background verification within legal and ethical boundaries. Interpret findings responsibly.

Navigating Excel for HR Workflows

Explore the Excel interface, workbooks and worksheets using sample employee and candidate files. Learn shortcuts and layout habits that speed up everyday HR reporting.

Structuring Employee and Candidate Records

Learn how to design clean tabular datasets with consistent headers, IDs and data types. Practice building a simple applicant tracking sheet from scratch.

Formatting and Data Validation

Apply number, date and text formats and set up drop-down lists and input rules. See how validation prevents errors in recruitment and onboarding forms.

Sorting and Filtering Workforce Data

Use sorting and filters to isolate departments, locations and hiring stages. Answer common HR questions by narrowing large headcount lists quickly.

Spotting Data Quality Issues in HR Files

Identify duplicates, blanks, inconsistent spellings and impossible values in HRIS and ATS exports. Build a checklist for assessing dataset quality.

Cleaning Text with Excel Functions

Use TRIM, CLEAN, PROPER, LEFT, RIGHT, MID and TEXTJOIN to standardize names, job titles and codes. Split and combine fields for consistent records.

Handling Dates, Tenure and Age Fields

Work with date functions such as DATEDIF, TODAY and EDATE to calculate tenure, notice periods and probation ends. Fix common date format problems from imported files.

Removing Duplicates and Managing Missing Values

Detect duplicate candidates and employees and decide how to treat missing entries. Document the choices so results remain transparent.

Logical Functions for HR Rules

Apply IF, AND, OR and IFS to model eligibility, bonus and screening rules. Flag candidates and employees automatically based on set criteria.

Summarizing with COUNTIFS and SUMIFS

Count and total records across multiple conditions such as department, grade and hiring source. Build headcount and cost summaries from raw data.

Lookups with XLOOKUP and INDEX MATCH

Join employee, salary and department tables using modern lookup methods. Compare approaches and handle missing matches gracefully.

Calculating Core HR Metrics

Compute attrition rate, time to hire, offer acceptance rate and cost per hire using formulas. Validate results against known benchmarks.

Building Pivot Tables for Workforce Summaries

Create pivot tables to analyze headcount, salary bands and hiring volumes by team and location. Learn to rearrange fields to answer new questions fast.

Grouping, Calculated Fields and Slicers

Group dates and numeric ranges, add calculated fields and use slicers for interactive filtering. Create age bands and tenure bands for reporting.

Charts for Recruitment and Retention Data

Choose suitable chart types for funnels, trends and comparisons. Build clear visuals that show hiring pipeline and turnover patterns.

Designing an HR Dashboard in Excel

Combine pivots, charts and key metric cards into a single dashboard layout. Apply design principles that keep the view clear for managers.

Introduction to Relational HR Databases

Understand tables, rows, keys and relationships using a sample HRIS schema with employees, departments and requisitions. Learn how SQL differs from spreadsheet work.

Retrieving Data with SELECT and WHERE

Write queries to select columns and filter rows by conditions on role, status and dates. Practice with real recruitment and employee scenarios.

Sorting, Limiting and Using Expressions

Use ORDER BY, LIMIT, aliases, CASE and basic arithmetic to shape results. Create calculated columns such as tenure bands and salary grades.

Aggregating Data with GROUP BY

Apply COUNT, SUM, AVG, MIN and MAX with GROUP BY and HAVING to summarize workforce data. Produce department level headcount and pay summaries.

Subqueries and Common Table Expressions

Break complex questions into readable steps using subqueries and CTEs. Identify top sourcing channels and departments with above average attrition.

Window Functions for Ranking and Trends

Use ROW_NUMBER, RANK and running totals to rank recruiters, track monthly hiring and compare against prior periods. Apply LAG and LEAD for change analysis.

Building Recruitment Funnel and Cohort Queries

Write queries that measure stage conversion rates and time between stages. Build hire cohorts to compare retention across sources and quarters.

Data Privacy, Security and Ethical Handling

Review confidentiality, access control, anonymization and compliance with data protection rules such as GDPR. Apply safe practices when querying personal and salary data.

Introduction to the Power BI Ecosystem

Explore Power BI Desktop, the Service and mobile apps and see how each supports HR reporting. Understand the typical workflow from raw data to a published report.

Connecting to HR Data Sources

Import data from Excel files, SQL databases and CSV exports of HRIS and ATS systems. Compare import and DirectQuery modes for HR use cases.

Cleaning HR Data with Power Query

Use Power Query to remove duplicates, fix data types, split columns and handle missing values in employee records. Build repeatable transformation steps.

Building Your First HR Report

Create a simple report page with cards, tables and bar charts using a sample headcount dataset. Learn layout basics and formatting options.

Star Schema Concepts for HR Data

Learn fact and dimension tables and how to structure employee, job, department and date tables. See why a star schema improves performance and clarity.

Creating Relationships Between HR Tables

Define one-to-many relationships and set filter direction correctly. Troubleshoot common issues such as ambiguous paths and duplicate keys.

Building a Date Table for Workforce Analysis

Create a calendar table to support hire dates, exit dates and tenure analysis. Mark it as a date table to enable time intelligence.

Handling Hierarchies and Org Structures

Model reporting lines and organisational hierarchies such as division, department and team. Enable drill-down in visuals.

DAX Basics: Measures and Calculated Columns

Understand the difference between measures and calculated columns and when to use each. Write simple SUM, COUNT and DISTINCTCOUNT measures.

Context and the CALCULATE Function

Learn row and filter context and use CALCULATE to modify results. Build conditional headcount measures by status and department.

Calculating Headcount and Attrition Rate

Create measures for opening headcount, closing headcount, leavers and attrition rate. Validate results against Excel calculations.

Time Intelligence for Workforce Trends

Use functions such as DATESYTD, SAMEPERIODLASTYEAR and DATEADD to compare periods. Show month-over-month and year-over-year changes.

Defining Key Recruitment KPIs

Review metrics such as time to hire, time to fill, cost per hire and offer acceptance rate. Decide which KPIs match different stakeholder needs.

Visualising the Hiring Funnel

Build funnel and conversion charts from application to offer to joining. Identify stages where candidates drop off.

Source Effectiveness and Channel ROI

Compare job boards, referrals, agencies and campus hiring by volume, quality and cost. Present which channels deserve more investment.

Quality of Hire and Early Attrition Analysis

Combine performance ratings and early exit data to estimate quality of hire. Visualise first-year attrition by source and hiring manager.

Workforce Composition and Demographics Dashboard

Visualise headcount by age band, gender, location and grade using clear and accessible charts. Apply conditional formatting to draw attention.

Attrition and Retention Deep Dive

Break down turnover by tenure, manager, role and reason for leaving. Use decomposition tree and key influencers visuals to explore drivers.

Engagement and Survey Analytics

Analyse engagement survey scores and eNPS across teams. Visualise sentiment trends and highlight areas needing action.

Compensation and Pay Equity Reporting

Build views for salary bands, compa-ratio and pay gaps. Handle sensitive figures with care and appropriate aggregation.

Dashboard Design Principles and Data Storytelling

Apply layout, colour and hierarchy principles to guide the viewer to key insights. Craft a narrative that supports HR decisions.

Advanced Interactivity: Bookmarks, Tooltips and Drillthrough

Add bookmarks, custom tooltips, drillthrough pages and parameter-driven views. Create a smooth navigation experience.

Publishing and Sharing in Power BI Service

Publish reports to workspaces, create apps and set up scheduled refresh. Understand gateways for on-premise HR data.

Row-Level Security for Confidential HR Data

Implement row-level security so managers see only their own teams. Test roles and manage access responsibly.

Descriptive Statistics for HR Datasets

Review mean, median, variance and distribution shapes using employee tenure, salary and performance data. Learn which summary measures suit which HR questions.

Probability and Sampling in Workforce Data

Understand probability basics and how sampling affects survey and engagement results. Practice spotting bias in employee samples.

Hypothesis Testing for HR Questions

Apply t-tests and chi-square tests to questions such as whether training improves performance. Interpret p-values in plain business language.

Correlation and Causation in Employee Data

Measure relationships between engagement, pay and turnover while learning why correlation does not prove cause. Review common analytical traps.

Defining and Measuring Attrition

Frame attrition as a prediction problem by separating voluntary from involuntary exits and choosing time windows. Prepare a labeled dataset.

Feature Engineering for Turnover Models

Create predictive features from tenure, promotion history, manager changes and compensation ratios. Handle missing and categorical values.

Logistic Regression for Attrition Risk

Train a logistic regression model to estimate each employee's probability of leaving. Interpret odds ratios for HR stakeholders.

Tree-Based Models and Random Forests

Use decision trees and random forests to capture non-linear patterns in turnover. Compare their results with logistic regression.

Forecasting Hiring Demand

Use time series methods such as moving averages and exponential smoothing to project future requisition volumes. Validate forecasts against actuals.

Predicting Time to Fill and Time to Hire

Model the factors that lengthen hiring cycles such as role level, location and sourcing channel. Use results to set realistic timelines.

Quality of Hire Prediction

Define quality of hire and link pre-hire signals to later performance and retention. Build a basic predictive score.

Source Effectiveness and Channel Optimization

Analyze cost, conversion and downstream performance by sourcing channel. Recommend budget shifts based on evidence.

Workforce Planning Frameworks

Study the supply and demand model of workforce planning and its steps from business strategy to action plan. Map the framework to a sample organization.

Headcount Forecasting Models

Build headcount projections using growth rates, productivity ratios and attrition assumptions. Document assumptions clearly.

Internal Supply Analysis and Succession Pipelines

Use Markov chain style movement analysis to project promotions, transfers and exits. Identify succession gaps in critical roles.

Skills Gap and Capability Analysis

Compare current skill inventories with future needs to quantify gaps. Decide between build, buy and borrow talent strategies.

Employee Segmentation with Clustering

Apply k-means clustering to group employees by behavior and engagement profiles. Translate segments into tailored HR programs.

Text Analytics on Survey Comments

Clean open-text survey responses and extract themes using word frequency and topic modeling. Summarize findings for leaders.

Sentiment Analysis for Engagement Insights

Score employee feedback sentiment and track change over time and across teams. Recognize the limits of automated sentiment tools.

Performance and Productivity Drivers

Use multivariate models to find which factors such as training, manager quality and workload best explain performance differences.

Bias and Fairness in HR Algorithms

Examine how historical data can embed bias in hiring and promotion models. Test models for disparate impact across groups.

Privacy, Consent and Data Governance

Review data protection principles, anonymization and consent practices for employee analytics. Set up governance rules for sensitive data.

Explainable Models for HR Decisions

Use techniques such as feature importance and simple model explanations so managers can understand and trust predictions.

Building the Business Case and ROI

Estimate the financial impact of reduced turnover and faster hiring from a predictive project. Present costs, benefits and risks.

Selecting a Capstone Business Problem

Learners explore common HR challenges such as attrition, slow hiring and low engagement and choose one for their project. They assess relevance, data availability and business impact.

Defining Objectives and Success Criteria

Learners write clear project objectives and measurable success criteria. They link each objective to an HR or business outcome.

Identifying Data Sources and Stakeholders

Learners list the HRIS, ATS, survey and payroll data they need and identify who will use the findings. They plan how to engage stakeholders throughout the project.

Project Roadmap and Timeline Design

Learners break the project into phases, milestones and deliverables. They build a realistic timeline with risks and dependencies.

Data Cleaning and Validation Workshop

Learners clean their datasets by fixing missing values, duplicates and inconsistent formats. They validate the results against source records.

Querying and Structuring Data with SQL

Learners write SQL queries to join, filter and aggregate HR tables for analysis. They produce a tidy dataset ready for modeling and reporting.

Exploratory Analysis of Talent Data

Learners explore patterns in hiring, retention and performance data using summaries and visuals. They form hypotheses to test further.

Applying Predictive Models to the Project

Learners apply a suitable predictive technique such as attrition or hiring forecasts to their data. They evaluate model accuracy and interpret key drivers.

Designing the Capstone Power BI Dashboard

Learners build an interactive dashboard that tracks the key metrics of their project. They apply layout and design principles for clarity.

Crafting a Data Story for HR Leaders

Learners structure a narrative that moves from problem to insight to action. They tailor the message to executive audiences.

Turning Insights into Recommendations

Learners convert findings into specific and costed recommendations. They prioritize actions by impact and effort.

Writing the Project Report

Learners write a concise report covering the method, findings and next steps. They follow a professional structure suitable for a portfolio.

Capstone Presentation Day Part One

The first group of learners presents their projects to a panel of instructors and peers. Each presentation is followed by live questions.

Capstone Presentation Day Part Two

The remaining learners present and respond to panel feedback. Peers practice giving constructive and specific comments.

Rubric Based Evaluation and Feedback

Learners review their results against the grading rubric covering analysis, insight and communication. They identify strengths and areas to improve.

Project Lessons Learned and Reflection

Learners reflect on challenges, decisions and results from the project. They record lessons that apply to future work.

Building an HR Analytics Portfolio

Learners organize their capstone and earlier work into a clear online portfolio. They write short case summaries that show business impact.

Resume Writing for HR and Analytics Roles

Learners craft resumes with quantified achievements and relevant keywords. They tailor versions for recruiter and analyst positions.

Optimizing LinkedIn and Online Presence

Learners improve their LinkedIn profiles and share project highlights. They learn to build visibility with recruiters and HR communities.

Networking and Informational Outreach

Learners practice reaching out to professionals and requesting informational conversations. They build a simple system to track contacts and follow ups.

Behavioral and Situational Interview Practice

Learners practice answering common HR interview questions using a structured storytelling method. They receive live feedback on clarity and relevance.

Technical Interview Prep for Analytics Roles

Learners rehearse Excel, SQL and Power BI questions and metric case problems. They practice explaining their reasoning aloud.

Mock Interviews with Panel Feedback

Learners complete full mock interviews with instructors and industry guests. They get detailed scoring and improvement tips.

Salary Negotiation and Offer Evaluation

Learners research market pay and practice negotiating offers. They compare roles by compensation, growth and culture.