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People Analytics in HR: Workforce Planning, Metrics, AI [EN]

Name: People Analytics in HR: Workforce Planning, Metrics, AI [EN]
Rating: 4.3 (90 reviews)

Role Play

Created byPapaHR ★ 160K students: Courses in Human Resources, HR, SHRM, AI Talent Analytics, HRMS, HRIS, CIPD, Claude, HRCI, PHR, Rewards

Last updated 8/2026

English

English [Auto],Spanish [Auto],

What you'll learn

Apply key workforce planning and headcount optimization strategies to improve business efficiency
Conduct GAP analysis and forecast staffing needs using methods like Delphi, Nominal Group, and interpolation
Analyze and design positions, roles, and staff segmentation to maximize organizational value
Implement practical techniques for workforce optimization, including outsourcing, automation, and remote work strategies
Manage the full employee lifecycle from recruitment to offboarding with tools like 7B Model and Total Rewards
Increase company performance by implementing Performance Management and competency frameworks

Course content

36 sections • 252 lectures • 136h 0m total length

Why Companies Need Workforce Planning and Headcount Control38:50
What is workforce planning
What problems and challenges the company solves
Headcount as a way of creating opportunities for the company and its competitive advantage
Headcount as one of the biggest cost items of the organisation
The importance of knowing how to balance headcount and the opportunities it creates for the company
Employee types - full time, temporary, alternate
Staff segmentation
The concept of FTE and types of FTE
Challenges in managing headcount (war for talent, retention)
Understanding the nature of a company's staffing needs and availability
GAP analysis as a way to identify mismatches
Understanding the external labour market
Modern research on the topic of headcount
Quiz: Workforce Planning, Headcount and Forecasting
Making the Case for Workforce Planning to Improve Business Agility
Workforce Planning Methods for Staffing Needs32:48
Analysis of turnover and retirements
Career Transition Analysis
Extrapolation, interpolation
Delphi and Nominal Group methodology
GAP analysis
Management factors
Ways to collect information on staffing requirements
Competency matrix for teams

Staff Availability and Workforce Rationing Methods28:36
Position design
Job analysis
Employee workload analysis
Staff segmentation and staff value calculation
Headcount Optimization Methods and Workforce Efficiency26:24
Combining functions
Eliminate duplication
Process automation
Internal part-time
Project work and matrix structure
Optimisation of business processes
Distribution of roles and responsibilities between divisions
Outsourcing
Switching to remote working
Moving offices to cheaper locations

Introduction to analytics. Why business needs it, approaches to analytics40:52
Segmenting data and finding insights33:25
Assessing Employee lifetime value, ROI and increasing ELVs32:24
Explore how to calculate employee lifetime value and human capital ROI to boost ELV across segments. Use CAMS, NAV, and the 3A model to link activation, attrition, and business impact.
Building an Employee Lifecycle and Evaluating it28:32
Recruitment Analytics36:48
Analyzing Employee Performance Analytics25:08
Loyalty and Turnover Analytics31:09
Using Surveys for Analysis. Prioritizing focus33:34
Use surveys to analyze attitudes, beliefs, intentions, and behaviors, design effective questions, and identify key drivers with correlation and regression analysis to prioritize improvements.
Analytics for the Advanced - Regression Analysis21:31
Making Predictions and Conducting Experiments32:26

Succession Planning Fundamentals for Workforce Continuity29:27
Key Positions, Critical Roles and Competency Mapping24:37
Assessing Talent and Identifying Successors26:23
Use the 9-box grid and diverse assessments, including AI insights, to identify ready successors with data-driven development plans.
Developing the Talent Pool Through Training27:16
Inclusion, Communication and Succession Implementation21:25
Explore the principles of dei in succession planning, including diversity, equity, and inclusion. Learn strategies for transparent communication, confidentiality, and ai-assisted bias monitoring.
Succession System Maintenance and Continuous Improvement20:09

HR Budgeting Scope: Costs, Headcount and Workforce Plans24:35
Budgeting, Strategy, Business Goals and ROI16:15
Recruitment Budgeting for Workforce Plans22:14
Salary, Bonus and Benefits Budgeting23:35
Budget salaries, bonuses, benefits, and overheads through monthly payroll planning aligned with the business plan. Forecast headcount with vacancies, transfers, and scenarios using data and market surveys.
Training Budgeting for Workforce Development20:47
Explore budgeting for training in HR, from payroll percentages to flexible reserves, covering needs analysis, return on investment, internal and external trainers, and models like ADDIE and six disciplines.
Automation and Other HR Budget Expenses17:00

Organizational Design and Structure Development41:52
Business Case Studies in Organizational Structure35:57
Explore business case studies to apply headcount and forecasting within workforce planning. Apply insights from case studies to strengthen workforce planning.
Choosing the Right Organizational Structure38:17
Integrating a New Organizational Structure40:13
Integrate the new organizational structure to align headcount planning with forecasting, clarifying roles, reporting lines, and workforce strategy for efficient talent deployment.
Talent, Leadership and Structure Alignment40:51
Transitioning to a New Organizational Structure35:33
Adopt a new structure to streamline headcount forecasting and align workforce planning strategies, enabling clearer resource allocation and organizational agility.
Organizational Design in Action38:37
Organizational Structure Case Analysis for Companies37:34

Turnover Causes and Employee Retention Drivers35:13
Explore turnover in the workforce and its causes, and learn how it impacts headcount planning and forecasting in workforce management.
Measuring Employee Turnover in a Company35:07
Turnover Research: Data, Interviews and Root Causes37:49
Conduct research to inform headcount forecasting and overall workforce planning, leveraging data driven insights to identify staffing needs and forecast future hiring requirements.
Turnover Reduction Program Design30:21
Implementing Employee Retention and Turnover Reduction Programs27:47
Reporting Retention Results and Workforce Planning Insights26:22
Summarize the turnover reduction program results, analyze metrics and surveys, and plan retrospective actions to sustain improvements and report outcomes to leadership.

HR Metrics for Workforce Planning: What to Track and Why45:34
Recruiting, Employer Brand and Onboarding Metrics25:36
Motivation, Loyalty, Satisfaction and Engagement Metrics24:40
Measure motivation, loyalty, satisfaction, and engagement after hiring, and link them to business outcomes. Use questionnaires and pulse surveys, including NPS and Gallup Q12, to inform reports and actions.
Compensation Metrics: Salary, Bonuses and Pay Reviews22:04
Explore total rewards and compensation metrics, including salaries, bonuses, benefits, recognition, and salary reviews, and learn how to measure market competitiveness using comparatio and budgeting within workforce planning.
Learning, Development and Performance Metrics31:42
Employee Retention and Turnover Metrics24:08

Requirements

No prior experience in workforce planning is required
Suitable for HR professionals, managers, and business leaders looking to optimize team efficiency
Access to spreadsheet software (Excel or Google Sheets) is useful for practical assignments

Description

This course contains the use of artificial intelligence.

Are you ready to master one of the most powerful tools in strategic HR?

Workforce planning and demand forecasting are critical for any company that wants to stay competitive, optimize costs, and ensure the right people are in the right roles at the right time.

In this practical, results-focused course, you’ll learn how to plan, forecast, ration, and optimize staffing like a pro — with real tools, real examples, and personal feedback on your work from course author and top HR expert, Mike Pritula.

You’ll gain access to a proven framework used in leading companies to align workforce strategy with business goals, reduce inefficiencies, and support growth. Upon completion, you’ll receive a diploma.

What you’ll learn in this course:

How to assess workforce needs and apply strategic planning
Forecast staffing demand using data-driven methods
Optimize headcount with proven tools and techniques
Improve staff availability through role design and segmentation
Build performance systems to maximize employee effectiveness
Manage the full employee lifecycle from recruitment to offboarding

Course structure:

Section 1: Foundations of Workforce Planning and Staffing Strategy

Class 1. Why a Company Needs Workforce Planning and Rationing

Class 2. Methods of Workforce Planning – Managing Staffing Needs

Section 2: Workforce Availability and Optimization Tools

Class 3. Methods of Staff Rationing – Managing Staff Availability

Class 4. Headcount Optimisation Methods

Section 3: Performance and Lifecycle Management in Workforce Planning

Class 5. Working with Staff Performance

Class 6. From Recruitment to Dismissal – Headcount Management

This course includes:

Six recorded classes with detailed explanations
Homework assignments checked personally by Mike Pritula
Diploma with unique QR code and LinkedIn integration
Private chat access for support and peer networking
Lifetime access to all course materials

This course contains a promotion.

Whether you’re an HR professional, HRBP, or a manager responsible for staffing and efficiency, this course will equip you with the tools to reduce costs, increase productivity, and make better workforce decisions.

Enroll today and start planning your workforce like top-performing companies do.

Who this course is for:

HR professionals responsible for workforce planning, headcount optimization, or budgeting
HR Business Partners and HR Directors aiming to align staffing with business strategy
Line managers and department heads who influence team structure and staff allocation
Anyone involved in making decisions about staff efficiency and performance improvement

People Analytics in HR: Workforce Planning, Metrics, AI [EN]

What you'll learn

Explore related topics

Course content

Workforce Planning Fundamentals: Headcount, Staffing and Forecasting3 lectures • 1hr 12min

Workforce Availability, Rationing and Headcount Optimization2 lectures • 55min

Performance, Workforce Lifecycle and Headcount Management2 lectures • 50min

Extra: People Analytics Skills10 lectures • 5hr 16min

Extra: AI for People and HR Analytics5 lectures • 2hr 23min

Extra: Succession Planning Skills for Workforce Planning6 lectures • 2hr 29min

Extra: HR Budgeting Skills for Workforce Planning6 lectures • 2hr 4min

Extra: Organizational Structure Skills for Workforce Planning8 lectures • 5hr 9min

Extra: Employee Retention Skills for Workforce Planning6 lectures • 3hr 13min

Extra: HR Metrics to Support Workforce Planning6 lectures • 2hr 54min

Requirements

Description

Who this course is for: