Yes, but the practice is guided rather than project-heavy. You'll complete quizzes and written assignments that ask you to evaluate metrics, reflect on common measurement mistakes, and connect data to issues like turnover, hiring quality, or employee relations. That gives you a chance to apply each idea as you learn it.

The course centers on HR metrics and KPIs, especially how to choose measures that support business goals. You'll use those ideas in areas like recruiting, training, compensation and benefits, employee relations, and employee experience, then learn how dashboards, scorecards, and business cases help communicate results. Overall, it teaches you how to turn workforce data into clearer strategic decisions.

By the end, you should be able to identify useful HR data sources, define meaningful metrics, and explain what those measures mean for the business. For example, you could assess recruiting or turnover metrics, spot weak measurement choices, and outline a case for change using evidence. The emphasis is on making stronger HR decisions, not on advanced statistical modeling.

It's more concept-first, with guided practice built in. Most of the course explains how HR metrics support decisions, then reinforces that through quizzes and short written assignments rather than labs or large projects.