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Course Overview

HR analytics and predictive modeling are transforming how organizations manage people strategy. This HR Analytics and Predictive Modeling Training Course provides HR leaders and professionals with frameworks to collect, analyze, and interpret workforce data for improved decision-making.

Through case studies, analytics tools, and predictive modeling exercises, participants will learn to forecast workforce trends, assess talent risks, and align people strategies with organizational goals.

The course ensures HR leaders can drive measurable business impact by using data to support recruitment, retention, engagement, and performance initiatives.

Course Benefits

• Strengthen data-driven HR decision-making.

• Apply predictive modeling to workforce planning.

• Improve recruitment, retention, and engagement outcomes.

• Align HR analytics with business strategy.

• Gain confidence in interpreting and presenting data insights.

Course Objectives

• Understand the foundations of HR analytics.

• Collect and analyze workforce data effectively.

• Apply predictive modeling to HR challenges.

• Forecast talent needs and workforce risks.

• Use analytics to enhance employee engagement and retention.

• Present HR insights to influence executive decisions.

• Build sustainable people analytics systems.

Training Methodology

The course uses interactive lectures, HR data case studies, predictive modeling workshops, and hands-on analytics exercises. Participants will apply data tools to real HR scenarios.

Target Audience

• HR executives and senior leaders.

• People analytics and workforce planning professionals.

• Organizational development specialists.

• Managers seeking data-driven HR decision-making skills.

Target Competencies

• HR analytics.

• Predictive modeling.

• Workforce forecasting.

• Data-driven HR strategy.

Course Outlines

Unit 1: Introduction to HR Analytics

• Defining HR analytics and its strategic value.

• The role of data in HR decision-making.

• Levels of HR analytics: descriptive, predictive, prescriptive.

• Case studies of HR analytics success.

Unit 2: Data Collection and Management

• Sources of HR data (internal and external).

• Ensuring data accuracy and integrity.

• HR information systems and data platforms.

• Managing data privacy and compliance.

Unit 3: Predictive Modeling in HR

• Key concepts in predictive analytics.

• Applying predictive models to workforce planning.

• Identifying turnover risks with predictive insights.

• Hands-on modeling exercises.

Unit 4: Workforce Planning and Forecasting

• Using analytics to forecast workforce needs.

• Skills gap analysis through data.

• Scenario planning with predictive tools.

• Aligning workforce forecasts with strategy.

Unit 5: Employee Engagement and Retention Analytics

• Using data to understand employee engagement.

• Predicting retention and attrition patterns.

• Linking analytics to performance management.

• Case examples of engagement analytics.

Unit 6: Presenting HR Insights to Executives

• Building HR dashboards and reports.

• Communicating data insights effectively.

• Influencing decision-makers with analytics.

• Visualization tools for HR leaders.

Unit 7: Sustaining HR Analytics Systems

• Embedding analytics into HR strategy.

• Monitoring and improving predictive models.

• Building a data-driven HR culture.

• Roadmap for long-term analytics success.

Ready to lead HR with data-driven insights?
Join the HR Analytics and Predictive Modeling Training Course with EuroQuest International Training and harness analytics to transform HR strategy.