HRD

People Analytics for HR (PAHR) Certification

Build an analytical mindset and skill set to make evidence-based talent decisions

2 day in-person class or 4 half-day online sessions

Offered in-person, online, and in-house

Accredited by Human Capital Institute US

Course Introduction

People Analytics for HR: A New Approach

It’s no secret that people analytics capabilities are becoming more important for HR professionals—82% of HCI survey respondents agree. Yet HR practitioners still struggle with using people and organizational data to make better talent management decisions.

If you want to advance your HR career, you’re going to need to build people analytics skills. In fact, recent research from LinkedIn shows a 61% year-over-year increase in the frequency with which HR Analytics is listed as a skill on professional profiles.

HCI’s People Analytics for HR (PAHR) certification program is designed for HR professionals just like you. We want to help you develop the analytical mindset and skill set necessary to help make talent management decisions that drive business success. Additionally, you’ll be able to increase your influence and impact with stakeholders as you bring more rigor and discipline to your talent recommendations.

You don’t have to be a data analyst or an expert in statistical analysis. But you do need to know how to work with them. If there is one HR credential you can’t afford not to have, it’s People Analytics for HR.

Expert Course Trainer

How You'll Learn

  • Learn by Doing: You’re invited to bring a real work challenge to class. Practice your skills working through a case study, then apply what you’ve learned to what’s really going on back at the office.
  • Connect and Communicate: The PAHR course agenda features plenty of time for hands-on activities, lively discussion with peers and colleagues, and exploration of research and best practices.
  • Bring It Home: Not only will you walk away with new ideas for addressing your people analytics challenges, you’ll also get access to tools and templates to support your ongoing efforts back on the job.

Learning Objectives

Consult and Collaborate

Work with key stakeholders to define organizational issues

Develop & Test Hypotheses

Balance intuition with an analytical mindset

Interpret People & Organizational Data

Identify patterns and check assumptions

Tell a Story about the Data

Leverage visualization and anticipate reactions

Connect to Organizational Outcomes

Align efforts with organizational strategy and measure impact

Earn Credits Towards Leading Industry Certifications

This certification has been approved for 13.75 General recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.

SHRM has pre-approved this certification for 13.75 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.

The 13.75 hours completed can be counted toward re-certification for any HCI certification.

The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met the criteria to be pre-approved for recertification credit. Human Capital Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP℠ or SHRM-SCP℠.

Detailed Agenda

Opening and Introductions
  • HCI’s People Analytics model
  • People analytics as part of being a strategic partner to the business
Connect people analytics to organizational outcomes
  • HCI’s Human Capital Management cycle
  • Linking to organizational outcomes
Consult with stakeholders to define organizational issues
  • Stakeholder questioning strategy
Develop hypotheses about what might be happening
  • What is a hypothesis?
  • Balancing experience and intuition with an analytical mindset
Assemble metrics and expertise to test hypotheses
  • Matching metrics to the problem
  • Types and sources of data
  • Checking data for completeness and errors
  • Identifying groups for analysis
Analyze people and organizational data
  • Descriptive data distribution
  • Finding meaningful differences between groups
    • Examining a variable across groups
    • Comparing groups at different points in time
Analyze people and organizational data (continued)
  • Identifying factors that contribute to a pattern or outcome
    • Correlation and causation
    • Regression analysis
  • Checking assumptions to ensure that results are not based on chance
Develop actionable recommendations based on insights 
  • Making sense of your findings
  • Developing an evidence-based recommendation
Communicate the context of findings and recommendations
  • Telling a story with data
  • Visualizing data: Best practices and resources
  • Anticipating reactions
  • Putting it all together
Connect people analytics to organizational outcomes, revisited
  • When to use ROI
  • Calculating ROI
  • Action planning and next steps

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