HR Analytics course: key facts
- Duration
- 50 hours or 3 months
- Course fee
- ₹25,000 (regular fee ₹37,000)
- Study mode
- Classroom in Calicut, live online or hybrid
- Who it is for
- HR professionals at any level, and freshers aiming for HR analyst roles
- Documents
- Updated CV, one address proof, two stamp-size photos
- Institute
- HR International Academy, Calicut: an ISO 9001:2015 certified institute
Fees can change between batches. Call +91 85476 65599 to confirm the current fee and the next start date.
What is HR analytics?
HR analytics, also called people analytics or workforce analytics, is the practice of using employee data to make better people decisions. Instead of relying on instinct, HR teams look at data on hiring, attrition, performance, pay, attendance and engagement, find patterns, and use them to answer business questions such as "Why are we losing good sales staff in their first year?" or "How many people will we need to hire next quarter?"
Organisations usually move through four levels of HR analytics:
- Descriptive: what happened? For example, headcount, attrition and absenteeism reports.
- Diagnostic: why did it happen? For example, comparing exit reasons by department or manager.
- Predictive: what is likely to happen? For example, spotting employees at high risk of leaving.
- Prescriptive: what should we do about it? For example, choosing the retention action with the best return.
What does an HR analyst do?
An HR analyst turns HR data into reports and recommendations that managers can act on. A typical week might include:
- Building monthly dashboards for headcount, hiring, attrition and HR costs
- Cleaning and combining data from the HRIS, payroll, attendance and recruitment systems
- Analysing employee survey and exit interview results
- Supporting workforce planning and budgeting with headcount forecasts
- Checking pay equity and compliance with company policies and regulations
- Presenting findings to HR and business leaders in plain language
Important HR metrics and how to calculate them
| Metric | What it measures | Common formula |
|---|
| Attrition (turnover) rate | How many employees leave | Employees who left in the period ÷ average headcount × 100 |
| Time to hire | Speed of recruitment | Days from a candidate applying to accepting the offer |
| Cost per hire | Recruitment spend per new joiner | Total recruitment costs ÷ number of hires |
| Offer acceptance rate | How attractive your offers are | Offers accepted ÷ offers made × 100 |
| Absenteeism rate | Unplanned absence | Days absent ÷ total scheduled working days × 100 |
| Revenue per employee | Workforce productivity | Total revenue ÷ total headcount |
| Training ROI | Value of learning programmes | (Benefit from training − cost of training) ÷ cost of training × 100 |
| Employee net promoter score (eNPS) | Employee loyalty | % promoters (scores 9–10) − % detractors (scores 0–6) |
Skills you need for a career in HR analytics
- Excel: formulas, lookups, pivot tables and charts are the everyday tools of most HR analysts.
- Data visualisation: dashboard tools such as Power BI or Tableau help you present results clearly.
- Basic statistics: averages, distributions, correlation and trends.
- HR knowledge: understanding recruitment, payroll, performance management and labour law gives the numbers their meaning.
- Communication: explaining what the data shows and what the business should do next.
Career paths after an HR analytics course
- HR Analyst or HR MIS Executive
- People Analytics Specialist
- HRIS Analyst
- Compensation and Benefits Analyst
- Workforce Planning Analyst
- HR Business Partner with a data focus
HR generalists and managers also use analytics skills to back their proposals with evidence, which helps when moving into HR business partner and HR head roles.
Who should join the HR Analytics course?
The course suits HR functional experts, HR generalists, HR managers, HR business partners, senior and junior HR professionals, and freshers who want to start a career in HR analytics. If you are completely new to HR, you may want to build your foundation first with the Professional Diploma in HRM or the CCHRP (International HRM) course, and then add HR analytics. If you work with HR systems, the SAP SuccessFactors training is a natural companion.
