How long does it take to complete this course?

Plan for about 7 hours in total. That's manageable in a few focused study sessions, with time spread across short lessons, readings, and checkpoints where you think through HR measurement problems. The course includes lessons, readings, quizzes, and written assignments.

Are there hands-on exercises or projects in this course?

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.

Is this course more focused on theory or hands-on learning?

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.

Human Resources Analytics

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Human Resources Analytics

Instructor: Amber Gould

175,225 already enrolled

Included with

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4 modules

Gain insight into a topic and learn the fundamentals.

2,149 reviews

Beginner level

No prior experience required

Flexible schedule

7 hours to complete

Learn at your own pace

96%

Most learners liked this course

4 modules

Gain insight into a topic and learn the fundamentals.

2,149 reviews

Beginner level

No prior experience required

Flexible schedule

7 hours to complete

Learn at your own pace

96%

Most learners liked this course

What you'll learn

Apply data-driven decision-making to HR challenges.
Develop and interpret key HR performance metrics.
Leverage analytics for strategic human resource planning.
Utilize data to optimize employee life cycle processes.

Skills you'll gain

Tools you'll learn

Dashboard

Details to know

Shareable certificate

Add to your LinkedIn profile

Assessments

17 assignments¹

AI Graded see disclaimer

Taught in English

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There are 4 modules in this course

With advances in technology and cloud computing, numerous data sources are available to drive organizational success. High-performing HR teams use data as a "decision science" by identifying metrics and data sources that deliver organizational insights. This course focuses on identifying effective data sources, developing meaningful metrics, designing long-term measures, and applying results in support of organizational strategy and tactics.

Welcome to the Human Resources Analytics course! We will begin this course by exploring the Human Resources Metric Life Cycle, which will include an analysis of the employee life cycle, HR agility, and the various types of metrics used to measure and drive business outcomes.

What's included

5 videos3 readings4 assignments

5 videosTotal 13 minutes

What is a Metric? Why Do I Need One?3 minutes
The Employee Life Cycle & Employee Experience3 minutes
What Makes a Good Metric?3 minutes
The Five Main Types of Metrics: Hard Metrics4 minutes
The Five Main Types of Metrics: Soft Metrics1 minute

3 readingsTotal 40 minutes

Course Overview5 minutes
Welcome to Module 15 minutes
HR Metrics, Workforce Trends, and the Employee30 minutes

4 assignmentsTotal 55 minutes

Module 1 Quiz30 minutes
Knowledge Check 15 minutes
Knowledge Check 25 minutes
Creating & Delivering Metrics to an Organization15 minutes

In this module, we dive deep into three different types of metrics - staffing, training, and rewards metrics. We explore the various HR functions and the role these functions play in the success of recruiting, hiring, and retaining quality hires. We also look at the key metrics that serve as business drivers for all three types of metrics.

What's included

9 videos2 readings5 assignments

9 videosTotal 16 minutes

HR Function: Recruiting1 minute
Quality and Quantity2 minutes
Speed, Customer Satisfaction, and Cost3 minutes
5-Point Metric Story1 minute
HR Function: Training4 minutes
HR Function: Rewards1 minute
Compensation Metrics2 minutes
Benefit Metrics2 minutes
Rewards Conclusion1 minute

2 readingsTotal 35 minutes

Welcome to Module 25 minutes
L&D Strategy and Total Rewards30 minutes

5 assignmentsTotal 60 minutes

Module 2 Quiz30 minutes
Knowledge Check 15 minutes
Knowledge Check 25 minutes
Knowledge Check 35 minutes
Attracting and Tracking Quality Hires15 minutes

As a continuation of the previous module, we now explore employee relations metrics and the HR organization as a whole. We will also identify strategies to track measures and report on those outcomes.

What's included

5 videos2 readings4 assignments

5 videosTotal 11 minutes

HR Function: Employee Relations3 minutes
Mental Health1 minute
HR Function: Overall HR Organization2 minutes
Employee Experience & The Future3 minutes
Dashboards & Scorecards3 minutes

2 readingsTotal 35 minutes

Welcome to Module 35 minutes
HR Metrics, Dashboards, and Trends30 minutes

4 assignmentsTotal 45 minutes

Module 3 Quiz20 minutes
Knowledge Check 15 minutes
Knowledge Check 25 minutes
Correlating Data with Business Impact15 minutes

During this final module, we will explore using the data gathered to effectively create and influence the process of strategic business planning.

What's included

8 videos3 readings4 assignments

8 videosTotal 19 minutes

Building a Business Case Overview1 minute
Refresher: Data, Metrics, and Analytics2 minutes
Why Do I Need to Know How to Build a Business Case?2 minutes
How to Build a Business Case, Part 14 minutes
How to Build a Business Case, Part 23 minutes
Telling the Story, Part 13 minutes
Telling the Story, Part 24 minutes
Course Wrap-Up1 minute

3 readingsTotal 45 minutes

Welcome to Module 45 minutes
Data Storytelling30 minutes
What's Next?10 minutes

4 assignmentsTotal 55 minutes

Module 4 Quiz30 minutes
Knowledge Check 15 minutes
Knowledge Check 25 minutes
HR's Seat at the Table15 minutes

Instructor

Instructor ratings

(795 ratings)

Amber Gould

University of California, Irvine

1 Course175,225 learners

Offered by

University of California, Irvine

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Reviewed on May 8, 2021

It is a nice course, provides information from very reliable & trusted sources regarding a concept which will continue to assume greater importance in the coming days - HR/People Analytics.

Reviewed on Jan 25, 2022

This course has been an eye opener to hidden and educative facts about People Analytics. I recommend this course to anyone along the corridor of HR, People analytics, R and D etc

Reviewed on Mar 23, 2022

I enjoyed while doing this course. This has given the exposure to HR related topics and helped me to understand what metrics are involved to perform the HR functions and how to deal with the problems.

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Frequently asked questions

You'll learn how to use HR data to make better decisions across the employee lifecycle, from hiring and training to retention. It starts with choosing and interpreting useful metrics, then builds into linking those measures to business strategy and presenting them in a business case. You'll apply that in quizzes and written exercises where you judge metrics for issues like recruiting quality or turnover.

No, this course is aimed at beginners and starts with the basics of HR metrics. Some familiarity with workplace or HR terms may help, because the examples move into recruiting, compensation, employee relations, and turnover. You don't need prior analytics training to follow the course.

Yes, especially if you want a broad introduction to using data in HR rather than advanced analysis. The course explains what makes a metric meaningful, how metrics connect to the employee lifecycle, and how HR teams use them to support business goals. It may feel too introductory if you're already looking for deep statistical methods.

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.

This course stands out if you want HR analytics taught as decision-making, not just as metric reporting. It follows the employee lifecycle and shows how data supports recruiting, training, rewards, employee relations, dashboards, and business cases, so the material stays tied to real HR work. If you want a beginner course that connects HR data to strategy and communication rather than advanced technical analysis, this is a strong option.