Use people analytics to improve hiring, performance, engagement & retention—plus ethics, privacy, and future trends.
How often are HR decisions in your organization still based on gut instinct?
What you’ll learn
- Define big data in HR (volume, velocity, variety) and how it powers people analytics..
- Map HR data sources (HRIS/ATS/LMS/surveys/external) and choose what to use for a given question..
- Apply descriptive, diagnostic, predictive and prescriptive analytics to common HR problems..
- Build dashboards and KPIs for hiring, performance, engagement and retention decisions..
- Create a practical rollout plan: pilots, tool selection, data quality, integration, and adoption..
- Use ethical practices: privacy, consent, bias testing, and secure handling of sensitive HR data..
Course Content
- Introduction and Big Data Fundamentals –> 2 lectures • 11min.
- Data and Analytics Foundations –> 3 lectures • 22min.
- Applications of Big Data in HR –> 4 lectures • 27min.
- Ethics, Trends, and Conclusion –> 3 lectures • 22min.
Requirements
How often are HR decisions in your organization still based on gut instinct?
That approach is expensive. Organizations that use data-driven decision-making are shown to be 5–6% more productive than peers, yet most companies still struggle to use people analytics well. Meanwhile, employee data is exploding—coming from HRIS/ATS/LMS platforms, surveys, collaboration tools, and external labor-market signals.
So the real question is: will you keep guessing… or start leading with evidence?
This course is built to help you move from intuition to insight—without needing to be a data scientist. You’ll learn what “big data” really means in HR (volume, velocity, variety), where workforce data lives, and how to turn it into clear, practical actions across the employee lifecycle.
In this course, you’ll learn how to:
– Understand core big data concepts in an HR context and why they change decision-making
– Identify key HR data sources (HRIS, ATS, LMS, surveys, external benchmarks) and connect them into a usable view
– Apply HR analytics frameworks and methods (descriptive, diagnostic, predictive, prescriptive) to solve real problems
– Implement data-driven HR in practice: start small, choose tools, build skills, improve data quality, and create buy-in
– Use analytics to improve talent acquisition (sourcing, screening, quality of hire, time-to-fill, cost per hire)
– Forecast headcount and skills needs with workforce planning, skills-gap analysis, and scenario modeling
– Modernize performance management with continuous feedback and business-relevant KPIs
– Measure engagement with tools like pulse surveys, eNPS, and sentiment signals—and reduce regretted attrition
– Make ethical, privacy-safe decisions with employee data (GDPR/CCPA/BIPA), transparency, and bias audits
– Prepare for what’s next: AI, real-time dashboards, employee experience (EX) analytics, and global adoption trends
By the end, you’ll have a repeatable approach for asking better people questions, selecting the right metrics, and translating analytics into decisions leaders can act on—while protecting employee trust.
Whether you work in talent acquisition, HR operations, L&D, HRBP roles, or you’re a manager partnering with HR, this course will help you build a modern people-analytics mindset and create measurable business impact with your HR work.