Throughout this eight-week online programme, you will learn practical approaches to set up your people analytics team and leverage data that already exists within your organisation, to solve strategic challenges at the workplace.
Module 1:
Strategic Positioning - How do you set up a people analytics function?
Learn how to foster the perception of People Analytics as an expert strategic function and decision-enabling service, not as a reporting and compliance function. Identify the skills, objectives and resources required for people analytics functions to achieve professional and functional maturity.
Module 2:
Achieving Operational Excellence with Data - How do you organise and leverage what already exists within your organisation?
Identify and manage key stakeholders in your organization and develop a pragmatic approach to people analytics projects as you find opportunities from data and vice versa. Discover the key benefits of data warehouses.
Module 3:
Root Cause Analysis and Project Tactics - How do you ensure you solve the right problem within the appropriate timeframe?
Learn to create project management plans for people analytics, including effectively managing competing stakeholder interests. Explore counterintuitive hypotheses to guide your people analytics project in the right direction and break down symptoms of people-related challenges into their constituent parts.
Module 4:
Designing Successful Experiments - How can you best achieve scientific rigour and quality within complex and dynamic organisational settings?
Get hands-on experience designing people analytics experiments within an organisational context using accurate scientific vocabulary to describe research components and formulate hypotheses. Compare underlying measurement principles behind different experimental designs, draw conclusions from data analysis and communicate results accurately to senior management.
Module 5:
Psychometrics - What role do latent traits have in governing workplace behaviour and how can psychological data augment people analytics efforts?
Assess the influence of latent psychological traits on workplace behaviour and define criteria against which to evaluate psychometric tests to effectively filter through available tools. Present your findings regarding opportunities and limitations of psychometric data in strategic decision-making.
Module 6:
Organisational Data Science 1 - How do you go from description to prediction and what do people analytics projects involve in practice?
Translate an organisational problem into a data question and interpret corporate challenges into quantifiable terms through the use of stakeholder interviews and text analytics. Become fluent in statistical and data science terms on a high level to effectively lead data scientists.
Module 7:
Organisational Data Science 2 - How can you safely and consistently integrate data into your communication and decision-making strategies?
Debate the differences between machine learning, artificial intelligence and various predictive models. Understand the process of moving from description to prediction to prescription, and analyse prepared code and simulated organisational data, including internal news boards, managerial reviews, employee surveys, emails and unstructured text data.
Module 8:
Transforming the Workplace - What is your vision for the future of work and how can people analytics help you to achieve positive change in individuals, organisations and the society?
Develop strategies for mitigating the diverse array of risks that arise when applying machine learning to organisational challenges. Define a personal vision for how people analytics technologies should follow the principles of ethical leadership, corporate social responsibility and values-oriented algorithm design, and examine how people analytics can transform society and the workplace for the better.
Module 1:
Strategic Positioning - How do you set up a people analytics function?
Learn how to foster the perception of People Analytics as an expert strategic function and decision-enabling service, not as a reporting and compliance function. Identify the skills, objectives and resources required for people analytics functions to achieve professional and functional maturity.
Module 5:
Psychometrics - What role do latent traits have in governing workplace behaviour and how can psychological data augment people analytics efforts?
Assess the influence of latent psychological traits on workplace behaviour and define criteria against which to evaluate psychometric tests to effectively filter through available tools. Present your findings regarding opportunities and limitations of psychometric data in strategic decision-making.
Module 2:
Achieving Operational Excellence with Data - How do you organise and leverage what already exists within your organisation?
Identify and manage key stakeholders in your organization and develop a pragmatic approach to people analytics projects as you find opportunities from data and vice versa. Discover the key benefits of data warehouses.
Module 6:
Organisational Data Science 1 - How do you go from description to prediction and what do people analytics projects involve in practice?
Translate an organisational problem into a data question and interpret corporate challenges into quantifiable terms through the use of stakeholder interviews and text analytics. Become fluent in statistical and data science terms on a high level to effectively lead data scientists.
Module 3:
Root Cause Analysis and Project Tactics - How do you ensure you solve the right problem within the appropriate timeframe?
Learn to create project management plans for people analytics, including effectively managing competing stakeholder interests. Explore counterintuitive hypotheses to guide your people analytics project in the right direction and break down symptoms of people-related challenges into their constituent parts.
Module 7:
Organisational Data Science 2 - How can you safely and consistently integrate data into your communication and decision-making strategies?
Debate the differences between machine learning, artificial intelligence and various predictive models. Understand the process of moving from description to prediction to prescription, and analyse prepared code and simulated organisational data, including internal news boards, managerial reviews, employee surveys, emails and unstructured text data.
Module 4:
Designing Successful Experiments - How can you best achieve scientific rigour and quality within complex and dynamic organisational settings?
Get hands-on experience designing people analytics experiments within an organisational context using accurate scientific vocabulary to describe research components and formulate hypotheses. Compare underlying measurement principles behind different experimental designs, draw conclusions from data analysis and communicate results accurately to senior management.
Module 8:
Transforming the Workplace - What is your vision for the future of work and how can people analytics help you to achieve positive change in individuals, organisations and the society?
Develop strategies for mitigating the diverse array of risks that arise when applying machine learning to organisational challenges. Define a personal vision for how people analytics technologies should follow the principles of ethical leadership, corporate social responsibility and values-oriented algorithm design, and examine how people analytics can transform society and the workplace for the better.
For more information on the syllabus, download the brochure.