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HR Metrics Course: Analytics, KPI, Data Analysis, 380+ Tools
Role Play
7,375 students
HR Metrics Course: Analytics, KPI, Data Analysis, 380+ Tools
Measure HR with numbers: people analytics, workforce KPIs, turnover forecasting, ready formulas, AI prompts, calculators
Last updated 9/2026
English
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What you'll learn
- Take away 380+ tools: 22 downloadable tool files plus formulas, templates, procedures, checklists and AI prompts in the presentations
- Use 33 ready formulas and metric sets for recruitment, onboarding, pay, performance, development and turnover
- Work with 22 tool files: a data quality audit, a master dataset, a turnover cost calculator, a risk forecast model and survey report samples
- Use 25 ready AI prompts to clean HR data, find anomalies, diagnose attrition and prepare a report for management
- See 22 services and apps on screen, from a quick look to a detailed demo: Microsoft Excel, Google Sheets, Claude, HiBob and more
- Segment HR data and calculate employee lifetime value and the return on HR initiatives
- Forecast headcount, workforce demand and attrition
- Design employee surveys, read the results and track actions
- Count HR costs and present metrics to executives
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
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Course content
9 sections • 40 lectures • 18h 14m total length
Requirements
- No statistics background required: every metric comes with a formula and an example
- Basic HR experience is helpful
- A spreadsheet program such as Excel or Google Sheets for the calculations
- A Claude or ChatGPT account to try the AI prompts
- Nothing else to buy for the course itself: tool files and presentations are attached to the lectures
Description
This course contains the use of artificial intelligence.
381 tools for HR metrics in one course: 22 downloadable tool files, 259 ready-to-use formulas, templates, procedures, checklists and AI prompts, 78 models and methods, and 22 services and apps shown on screen.
Open a lecture, take the tool, use it on your own HR data.
Why HR numbers are not trusted
Finance says the company has one headcount, HR says another, and both are right in their own way. A monthly HR report goes to management and nobody answers. HR has data, but no agreed definitions, no link to a business question and no habit of discussing the numbers with the people who decide.
What changes after this course
You know which metrics matter for each HR area and how each is calculated. You clean the data before you count. You segment it and find where the problem really is. You forecast headcount and attrition. You show what turnover costs and what an HR initiative returns. And you bring management a short report that leads to a decision.
What is inside: 381 tools, counted file by file
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 22 downloadable tool files: a data quality audit, a master dataset, a snapshot dashboard, a turnover cost calculator, a risk forecast model, report templates, system prompts and survey report samples
- 259 ready-to-use tools inside the presentations:
- 51 templates and sample documents: recruitment status report, onboarding ROI, salary competitiveness index, workload to FTE demand calculation
- 45 step-by-step procedures and workflows: HR metric analysis, key driver analysis, predictive HR analytics implementation, HR dataset preparation
- 44 question lists and questionnaires: employee satisfaction index (ESI), Gallup Q12, business problem diagnosis, exit interview
- 33 formulas and metric sets: median salary calculation, annualized turnover calculation, onboarding economic benefits calculation, FTE calculation
- 33 checklists: salary budgeting, recruiting funnel data collection, survey design, HR data quality audit
- 26 scorecards, rubrics and scoring matrices: salary review matrix, eNPS interpretation scale, key driver action matrix, four-factor attrition risk scoring
- 25 ready AI prompts: HR data quality audit, attrition diagnosis, pay gap analysis, turnover cost calculation
- 2 other working tools: chart selection guide
- 78 models and methods explained with examples: employee Net Promoter Score (eNPS), A/B testing, correlation analysis, multiple regression
- 22 services and apps shown on screen, from a quick look to a detailed demo: Microsoft Excel, Google Sheets, Google Forms, Claude, HiBob, Deel, PeopleForce, 15Five and others
Where the tools are
- HR metrics core (3 sections, 53 tools). Fundamentals, recruitment, employer brand, onboarding and engagement, compensation, performance and development.
- Advanced HR analytics and forecasting (96 tools). Business questions, segmentation, lifetime value, recruitment funnels, turnover, survey correlation, regression and forecasting.
- Workforce planning metrics (82 tools). Headcount, demand forecasting, capacity and workload.
- Employee survey metrics (42 tools). Survey design, response rates, reports and action tracking.
- AI people analytics (88 tools). Cleaning data, exploring, diagnosing, forecasting and presenting with an AI assistant. 17 tool files and all 25 AI prompts are here.
- HR budgeting and cost metrics (40 tools).
- Retention, turnover and workforce planning (13 tools).
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
At Alfa-Bank I inherited exit interviews and a set of simple turnover reports. I was a recent graduate who liked mathematics and spreadsheets, so I started to analyze the data deeper. My turnover reports became good enough that one day the president of the bank invited me to present my conclusions. Later, at Wargaming, I saw the opposite. An HR analyst spent a month on a report with charts and conclusions and sent it to 10 or 15 top managers. I asked what they wrote back. They never answered. A report is useful only when the people who decide read it together and discuss it.
How to use the course
Watch the first three sections to learn the main metrics by HR area. Then use the rest as a reference: section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 40 lectures across 9 sections, 18.5 hours
- 61 downloadable resources: 22 tool files and the lecture presentations
- 381 tools across the lessons, ready to copy into your own work
- A 10-question practice test, a quiz and a role play
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Take one number your management asks about most often, for example turnover. Open the first lecture, calculate it with the annualized turnover formula and split it by department. Enrol now and start your first lesson today.
Who this course is for:
- HR analysts and HR generalists who prepare HR reports
- HR business partners who discuss turnover, hiring and costs with managers
- Recruitment, compensation and L&D leads who measure their own area
- HR directors who present people metrics to the CEO and CFO
- HR professionals who want to start using AI for analytics