Delivered at:: Department of Management

Course type:: Compulsory course

When:: 2 year, 1 module

Abstract

“People Analytics: Prediction of Performance & Prescription of Policy” module focuses on equipping Data Analytics professionals with practical experience in application of HR data analytics, covering key areas of employee journey experience, starting from work force planning, recruitment, onboarding, reward and recognition and working with employee engagement and wellbeing. Through a blend of seminars, case studies and group projects, students will gain hands-on experience in designing work force plans and retention strategies, giving recommendations regarding recruitment and onboarding practices, measure on engagement experience. Сourse focuses on developing data-driven approaches in Human Resource Management (HRM) through the Employee Journey Map (EJM) framework. Students will explore how data analytics in key HR domains, including employer branding, workforce planning, recruitment and onboarding, compensation & benefits (C&B), employee engagement and wellbeing are applied to draw practical conclusions and corrective actions. Through case studies and hands-on assignments, students will gain practical experience in applying HR analytics to optimize decision-making and drive organizational performance.

Learning Objectives

 Manage techniques on how to execute effective workforce planning
Apply data driven approach for recruitment process
Identify key success factors for execution of onboarding process
Apply approach for C&B processes management, learn compensation metrics and understand process of forming company policy in C&B
Manage monetary and non-monetary retention tools, define factors that impact employee retention
Assess employee Health and safety needs, apply valid wellness programs that impact business efficiency
Learn how to evaluate employee engagement and developed plans for engagement improvement

Expected Learning Outcomes

Apply received knowledge and understanding of data and tools to real business situations
Demonstrate the ability to collect, process, and analyze data necessary for solving tasks
Demonstrate the ability to build onboarding process
Understand various methodologies of working with employee engagement and factors influencing it. Based on survey results student can prepare engagement plans
Understand the difference in roles of HR, supervisor and employee in onboarding process
Knows which metrics to monitor to ensure health of the onboarding and recruitment processes
Can make practical recommendations how to improve onboarding and recruitment processes based on data
Student can explain the difference in C&B approach between 2 candidates
Demonstrates ability to calculate total cost including social taxes
Provides sufficient analysis for management to support 2 offers
Understand key principles and approaches to EHS management
Apply received knowledge to practical, business-relevant HR cases
Demonstrate the ability to provide recommendations to improve EHS processes based on available data
Understands the link between overall strategy and work force needs
Understands key headcount drivers and how they unfluence the planning process
Demonstrate the ability to use tools for data visualization
Communicate, defend, and interpret proposed HR decisions based on data
Create and defend a work force and recruitment plan for a business based on a 3 year strategy
Be able to explain the data behind the plan and how it affects it
Demonstrate the understanding of different motivation profiles of people
Demonstrate knowledge of various motivation tools to attract and retain employees with different motivation profiles
Show ability to calculate the total cost of various retention programs and to defend the efficiency of such programs to management via ROI or similar metrics analysis

Course Contents

Work force planning based on Business objectives
Data analytics for Recruitment and Onboarding process
Compensation and Benefits
Employee retention and succession planning
Employee wellbeing, health and safety, engagement metrics

Assessment Elements

Practical assignment – preparation of onboarding check list
This assessment includes a practical assignment to check understanding of key roles in onboarding process – employee, supervisor, HR. The activities are designed to simulate real-world analytical tasks and require students to apply data-driven thinking to HR problems such as onboarding efficiency metrics. If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.
Preparation of job offers for different categories of employees
If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.
Provide recommendations to management based on safety metrics analysis
If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.
Development of workforce plan for 3 years for different type of organization
The aim of this task is to demonstrate the understanding of the basic metrics of the recruitment process. If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there is no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.
Based on Recruitment analytics develop recommendations for staffing process
No grades will be given if the tool is not provided and presented. If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there is no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.
Preparation of a tailored retention program
If the student missed the class, there is no option to rewrite this task, except for sickness absence. In this case, the student should notify the instructor about his/her sick leave. If a student missed the class, there no option to get a grade excepting for sickness absence, in this case, he/she should discuss extra activities with instructors.

Interim Assessment

2025/2026 1st module
0.2 * Based on Recruitment analytics develop recommendations for staffing process + 0.25 * Development of workforce plan for 3 years for different type of organization + 0.1 * Practical assignment – preparation of onboarding check list + 0.2 * Preparation of a tailored retention program + 0.15 * Preparation of job offers for different categories of employees + 0.1 * Provide recommendations to management based on safety metrics analysis

Bibliography

Recommended Core Bibliography

The five dysfunctions of a team, Lencioni, P., 2002

Recommended Additional Bibliography

Tony Miller. (2016). HR Analytics and Innovations in Workforce Planning. New York: Business Expert Press. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1446469

Authors

Volkova Natalia Vladimirovna
Миронова Алена Геннадьевна

Master’s Programme 'Data Analytics for Business and Economics'

Contacts

People Analytics: Prediction of Performance & Prescription of Policy

Course Syllabus