SHRM Advanced HR Analytics: Driving Data-Informed Workforce Strategy

Master predictive analytics, HR metrics, and data-driven decision-making to transform workforce strategy

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SHRM Advanced HR Analytics: Driving Data-Informed Workforce Strategy

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Course Overview:

SHRM Advanced HR Analytics: Driving Data-Informed Workforce Strategy is a high-impact corporate training course designed for experienced HR professionals seeking to move beyond descriptive reporting toward strategic, insight-driven workforce decision making. The course focuses on advanced HR analytics, people analytics, and workforce analytics as practical tools to diagnose organizational challenges, improve workforce outcomes, and influence executive decision makers.

Participants will learn how to apply HR data analytics and human capital analytics to real business scenarios, enabling data-driven HR strategy across workforce planning analytics, talent analytics, employee retention analytics, engagement analytics, diversity and inclusion analytics, and performance analytics in HR. The program emphasizes applied people analytics, workforce intelligence, predictive HR analytics, and people analytics storytelling to ensure insights are actionable and aligned with leadership priorities.

Grounded in SHRM HR analytics and SHRM people analytics principles, the course integrates qualitative and quantitative HR analysis, HR analytics frameworks, HR dashboards and KPIs, HR data visualization, and advanced HR analytics case studies. By the end of the program, participants will be able to connect analytics outputs to measurable HR analytics business impact and advance their organization’s people analytics maturity.

Target Audience:

HR managers and senior HR officers
HR business partners
workforce planning and workforce intelligence specialists
talent management and talent analytics professionals
organizational development professionals
HR strategy, transformation, and analytics leaders

Targeted Organizational Departments:

Human Resources and People Operations
Talent Management and Workforce Planning
Organizational Development and Culture
Learning and Development
Diversity, Equity and Inclusion
Strategy and Corporate Planning
Business Intelligence teams supporting HR analytics strategy

Targeted Industries:

Government and public sector organizations
Financial services and banking
Energy, oil and gas
Healthcare and life sciences
Telecommunications and technology
Manufacturing and industrial sectors
Large enterprises with complex workforce data analytics needs

Course Offerings:

By the end of this course, participants will be able to:

apply advanced HR analytics and people analytics to organizational challenges
design and interpret HR metrics and analytics aligned with business goals
conduct qualitative and quantitative HR analysis using structured frameworks
use workforce intelligence to support data-driven HR strategy
apply predictive HR analytics for workforce planning and talent decisions
communicate insights using people analytics storytelling for leaders
evaluate people analytics maturity and recommend improvement roadmaps
demonstrate HR analytics business impact across performance and retention

Training Methodology:

This course uses an applied, executive-level learning approach tailored to experienced HR professionals. Participants engage in advanced HR analytics case studies, group-based workforce analytics exercises, and scenario-driven discussions reflecting real organizational challenges. Facilitated sessions focus on HR analytics for decision making, encouraging participants to interpret data, challenge assumptions, and translate insights into strategic actions.

Workshops emphasize HR analytics frameworks, workforce planning analytics models, predictive HR analytics use cases, and HR dashboards and KPIs. Reflection sessions consolidate learning and support progression toward higher people analytics maturity. Tools are not provided; instead, participants gain practical insights, examples, and demonstrations of commonly used HR analytics tools and methods to ensure transferability to their own organizations.

Course Toolbox:

advanced HR analytics and people analytics frameworks
workforce analytics and workforce planning templates
HR metrics and analytics reference models
people analytics storytelling structures
HR dashboards and KPIs examples
predictive HR analytics use-case examples
HR analytics case studies and maturity models

Note: tools are not provided; the course focuses on insights, frameworks, and real-world examples of tools relevant to the course.

Course Agenda:

Day 1: Strategic Foundations of HR Analytics & People Analytics

Topic 1: Evolution of HR analytics, people analytics, and workforce analytics
Topic 2: Strategic HR analytics vs traditional HR reporting
Topic 3: Role of HR analytics in data-driven HR strategy
Topic 4: Human capital analytics and workforce intelligence concepts
Topic 5: HR analytics for leaders and executive decision contexts
Topic 6: Assessing organizational readiness and people analytics maturity
Reflection & Review: Positioning HR analytics as a strategic function

Day 2: HR Data Foundations & Workforce Data Governance

Topic 1: Workforce data analytics sources across HR functions
Topic 2: HR data analytics quality, accuracy, and validation
Topic 3: Data governance, privacy, and ethical use of HR data
Topic 4: Integrating HR data with business and operational data
Topic 5: Managing data limitations and bias in people analytics
Topic 6: Building trust and credibility in HR analytics outputs
Reflection & Review: Strengthening data foundations for analytics success

Day 3: Qualitative & Quantitative HR Analysis Methods

Topic 1: Quantitative HR analysis techniques and statistical thinking
Topic 2: Qualitative HR analysis for culture and behavior insights
Topic 3: Combining qualitative and quantitative HR analysis
Topic 4: Selecting the right analytics method for HR decisions
Topic 5: Interpreting patterns, correlations, and trends in HR data
Topic 6: Avoiding common analytical errors in HR analytics
Reflection & Review: Choosing the right analytical approach

Day 4: Applied People Analytics & Workforce Intelligence

Topic 1: Applied people analytics for HR professionals
Topic 2: Workforce intelligence models for decision support
Topic 3: Translating business questions into analytics questions
Topic 4: Scenario analysis and workforce decision modeling
Topic 5: Using analytics to identify organizational problems
Topic 6: Prioritizing analytics initiatives based on business impact
Reflection & Review: From HR questions to workforce insights

Day 5: Workforce Planning & Talent Analytics

Topic 1: Workforce planning analytics and demand forecasting
Topic 2: Supply analysis and workforce capacity modeling
Topic 3: Talent analytics for recruitment and internal mobility
Topic 4: Skills analytics and future workforce requirements
Topic 5: Strategic workforce segmentation and planning
Topic 6: Linking workforce planning analytics to business strategy
Reflection & Review: Strategic workforce planning through analytics

Day 6: Retention, Engagement & Performance Analytics

Topic 1: Employee retention analytics and turnover diagnostics
Topic 2: Predictors of attrition and workforce stability
Topic 3: Engagement analytics and employee experience metrics
Topic 4: Performance analytics in HR and productivity measurement
Topic 5: Linking engagement, performance, and retention data
Topic 6: Measuring HR analytics business impact
Reflection & Review: Driving workforce performance with analytics

Day 7: Diversity, Inclusion & Organizational Health Analytics

Topic 1: Diversity and inclusion analytics frameworks
Topic 2: Equity, fairness, and representation metrics
Topic 3: Bias detection and ethical considerations in analytics
Topic 4: Culture and organizational health analytics
Topic 5: Linking inclusion analytics to performance outcomes
Topic 6: Using analytics to support inclusive decision making
Reflection & Review: Analytics as a driver of organizational health

Day 8: Predictive HR Analytics & Advanced Modeling

Topic 1: Predictive HR analytics concepts and maturity levels
Topic 2: Predictive models for retention and engagement
Topic 3: Predictive workforce planning and risk forecasting
Topic 4: Scenario modeling and “what-if” workforce analysis
Topic 5: Interpreting predictive results responsibly
Topic 6: Integrating predictive analytics into HR decision processes
Reflection & Review: Using prediction to improve workforce outcomes

Day 9: HR Dashboards, KPIs & People Analytics Storytelling

Topic 1: HR dashboards and KPIs for strategic reporting
Topic 2: Selecting meaningful HR metrics and analytics indicators
Topic 3: HR data visualization principles and design best practices
Topic 4: People analytics storytelling for leaders
Topic 5: Translating analytics insights into executive narratives
Topic 6: Influencing decisions through data-driven storytelling
Reflection & Review: Communicating insights with clarity and impact

Day 10: HR Analytics Strategy, Governance & Leadership Impact

Topic 1: Designing an end-to-end HR analytics strategy
Topic 2: Building and scaling a people analytics program
Topic 3: Governance, ethics, and risk management in HR analytics
Topic 4: Embedding analytics into HR and business operations
Topic 5: Advancing people analytics maturity over time
Topic 6: Executive-level HR analytics case studies and simulations
Reflection & Review: Roadmap for sustained analytics leadership

FAQ:

What specific qualifications or prerequisites are needed for participants before enrolling in the course?

Participants should have prior HR experience and familiarity with HR processes. The course is designed for intermediate to advanced HR professionals seeking to strengthen analytics capability.

How long is each day's session, and is there a total number of hours required for the entire course?

Each day lasts approximately 4–5 hours. The full course spans ten days, totaling around 40-45 hours.

How is people analytics different from traditional HR reporting?

People analytics focuses on analytical interpretation, workforce intelligence, and predictive HR analytics to support decision-making rather than static reporting.

How This Course is Different from Other SHRM Advanced HR Analytics Courses:

This course is designed specifically for experienced HR professionals seeking strategic influence. It integrates SHRM people analytics principles with applied people analytics, workforce analytics, and HR analytics strategy development. Rather than focusing on tools, it emphasizes decision-driven analysis, leadership communication, and real HR analytics case studies. Participants leave with a clear roadmap to translate analytics into measurable workforce and business impact.

credits: 5 credit per day

Course Mode: full-time

Provider: Agile Leaders Training Center

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