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HR Analytics Course: Data Driven People Metrics, 320+ Tools
10,093 students
HR Analytics Course: Data Driven People Metrics, 320+ Tools
Guide workforce decisions: human resources data analysis, HR analyst skills for Excel, AI tools, dashboards and formulas
Last updated 10/2026
English
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What you'll learn
- Take away 320+ tools in 58 downloadable resources: lecture presentations plus datasets, dashboards, calculators and report samples
- Get our top working files: turnover cost calculator, people snapshot dashboard, HR data quality audit, risk forecast model
- See 4 services and apps on screen, from a quick look to a detailed demo: PeopleForce, 15Five, Google Forms, Simple Poll
- Build an HR metrics framework with 23 ready formulas and metric sets for hiring, pay, performance and turnover
- Calculate employee lifetime value and the ROI of HR initiatives with step-by-step procedures
- Analyze recruitment funnels, performance and retention with ready question lists and checklists
- Design employee surveys, analyze the answers and turn them into an action plan
- Use AI for people analytics with 25 ready prompts: clean HR data, diagnose turnover, forecast attrition and report to the board
- Link HR numbers to business finance: business cases, financial HR metrics and ROI analysis
- 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
17 sections • 95 lectures • 48h 48m total length
Requirements
- No prior analytics experience required: every method comes with a formula, template or prompt you can copy
- Nothing to buy for the course itself: presentations and working files are attached to the lectures
- Basic spreadsheet skills are helpful
- Start with the first four sections, then open the specialist sections you need
- English at intermediate level or above
Description
This course contains the use of artificial intelligence.
324 tools for HR analytics in one course: 239 ready-to-use files, procedures, templates, question lists, prompts and formulas, 4 services and apps shown on screen, plus 81 models and methods.
Open a lecture, take the tool, use it on your own HR data.
Why HR numbers do not convince
HR has more data than ever and is still asked the same question: so what? A headcount table and a turnover percentage do not answer it. The business wants to know what it costs, why it happens and what will happen next quarter. Without a method, an analyst spends a week on a report that changes nothing.
What changes after this course
You work through the data in order: clean it, describe it, find the causes, forecast, and present a decision. You have metric sets with formulas, a turnover cost calculator, a taxonomy of attrition causes, a risk forecast model and a board deck template. With AI prompts, each step takes hours instead of days.
What is inside: 324 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.
- 58 downloadable resources: the lecture presentations plus 23 standalone working files (a master dataset, dashboards, calculators, audit scorecards, system prompts, report templates and survey report samples)
- 216 ready-to-use tools inside the presentations:
- 42 step-by-step procedures and workflows: employee tenure segmentation, employee activation analysis, key driver analysis, predictive HR analytics implementation
- 40 templates and sample documents: HR initiative ROI calculation, employee lifetime value calculation, employee turnover report, salary competitiveness index
- 38 question lists and conversation scripts: business problem diagnosis, employee journey experience, exit interview, Gallup Q12
- 28 checklists: recruitment cost, recruiting funnel data collection, survey scope, HR data quality audit
- 25 ready AI prompts: HR data quality audit, attrition diagnosis, pay gap analysis, turnover cost calculation
- 23 formulas and metric sets: recruitment metrics, turnover and retention metrics, median salary calculation, training economic benefits calculation
- 18 scorecards, rubrics and scoring matrices: eNPS interpretation scale, key driver action matrix, salary review matrix, four-factor attrition risk scoring
- 2 other working tools: chart selection guide
- 4 services and apps shown on screen, from a quick look to a detailed demo: PeopleForce, 15Five, Google Forms, Simple Poll
- 81 models and methods explained with examples: A/B testing, correlation analysis, multiple regression, employee Net Promoter Score (eNPS)
Where the tools are
- HR analytics core (4 sections, 98 tools). Analytics foundations and segmentation, employee lifetime value and lifecycle, recruitment, performance and retention analytics, surveys, regression and forecasting.
- HR metrics framework (63 tools). Metrics for recruitment, engagement, compensation, performance and turnover.
- Business finance for people analytics (63 tools). Business environment, labor market and economic indicators, financial HR metrics and business cases.
- Employee survey analytics (39 tools). Survey strategy, questionnaire design, participation, analysis and action plans.
- AI people analytics (85 tools). A five-step workflow with an AI assistant: prepare the data, explore, analyze, forecast and lead the decision.
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.
I have used recruitment reporting to make a busy hiring operation visible to managers. At the STB television channel, we filled 100 vacancies a month while handling 200, sometimes as many as 250. I prepared a weekly report for managers and senior managers. Once we had an applicant tracking system, I asked recruiters to update their information and the report was ready, saving substantial time. This experience informs the reporting tools in this course.
How to use the course
Watch the first four sections in order. 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, so you can go straight to the formula or prompt you need.
What is included
- 37 lectures across 9 sections, 18 hours
- 58 downloadable resources: lecture presentations and working files
- 324 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 last year's leavers list. Open the turnover lecture, put the numbers into the turnover cost calculator, and bring one figure to your next meeting with the business. HR teams that argue with numbers get budgets approved, and every report without a decision is a week of work nobody uses. Enrol now and start your first lesson today.
Who this course is for:
- HR analysts and people analytics specialists
- HR managers and HR business partners who need numbers for their proposals
- Recruiters and compensation specialists who want to measure their work
- HR directors who report HR results to the board
- HR professionals who want to use AI assistants for people analytics