HR Metrics & Reporting- A beginners guide to HR Analytics

In this module, we'll explore the different types and sources of HR data that organizations use to manage and understand their workforce. You'll learn about employee, recruitment, attendance, compensation, performance, and learning data, and how these different sources contribute to HR reporting.

We'll also look at where HR data comes from, including HR systems, payroll platforms, recruitment and attendance systems, learning platforms, employee records, and surveys.

A key focus of this module will be data quality and confidentiality. You'll learn why HR data needs to be accurate, complete, consistent, current, and reliable before it can be used to calculate meaningful metrics.

By the end of this module, you'll understand how HR professionals can collect, organize, validate, and responsibly handle HR data before using it for reporting and analysis.

In this module, you’ll explore key HR metrics related to compensation, employee performance, training, learning, and engagement. You’ll learn how these metrics can help HR understand workforce costs, performance patterns, learning activity, and employee engagement, while using data to support informed HR decisions.

In this module, we'll explore some of the most important metrics used to understand employee movement and workforce stability.

You'll learn what employee turnover means, how turnover and attrition can differ depending on an organization's definitions, and how to calculate and interpret turnover rates.

We'll also look at the difference between voluntary and involuntary turnover and why separating these categories can provide additional insight into employee departures. You'll learn how to analyze turnover across different workforce segments, such as department, location, tenure, and type of separation, rather than relying only on an overall turnover figure.

The module will also introduce retention metrics, giving you another perspective by focusing on the employees who remain with the organization.

By the end of this module, you'll understand how to measure, segment, and interpret turnover and retention data and use these metrics to identify workforce patterns and areas that may require further investigation.

In this module, we'll explore some of the most important metrics used to understand employee movement and workforce stability.

You'll learn what employee turnover means, how turnover and attrition can differ depending on an organization's definitions, and how to calculate and interpret turnover rates.

We'll also look at the difference between voluntary and involuntary turnover and why separating these categories can provide additional insight into employee departures. You'll learn how to analyze turnover across different workforce segments, such as department, location, tenure, and type of separation, rather than relying only on an overall turnover figure.

The module will also introduce retention metrics, giving you another perspective by focusing on the employees who remain with the organization.

By the end of this module, you'll understand how to measure, segment, and interpret turnover and retention data and use these metrics to identify workforce patterns and areas that may require further investigation.

In this module, you’ll explore the key metrics used to measure recruitment effectiveness, including time to hire, time to fill, cost per hire, offer acceptance rate, recruitment funnel metrics, and source of hire. You’ll learn how these measures can help HR understand hiring activity, identify bottlenecks, and evaluate recruitment performance.

In this module, you’ll explore key HR metrics related to compensation, employee performance, training, learning, and engagement. You’ll learn how these metrics can help HR understand workforce costs, performance patterns, learning activity, and employee engagement, while using data to support informed HR decisions.