HR Analytics

XLRI - Xavier School of Management

Human Resource Management

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Programme Content

This program is based on a combination of methods, including recent case studies from leading organizations, lectures, hands-on experience in data analysis, group work to determine the best HR response to data trends, and reflections on organizational specifics to contextualize the learning for organizational benefit. Participants are expected to attend this program with a reasonable understanding of data challenges specific to their organization and sector.

Continued support:

Participants from organizations willing to enter into an academic partnership with XLRI are offered three months of continued support for their first HR analytic project after the MDP. Feel free to contact us for further details about the academic partnership.

Human Capital Analytic Continuum

Analytical Foundations of HR Measurement

The Workforce Analytic Process: Designing an HR Analytic Project

Descriptive Analytics: Identifying Trends in Existing HR data

Predictive Analytics: Making Forecasts about Possible Outcomes

Prescriptive Analytics: Designing and Implementing HR Interventions based on Predictive Analytics

Illustrations of HR Analytics: Staffing, Training, Performance Management, Compensation, Attrition Management and Engagement Initiative

Programme Audience

Managers responsible for allocating resources for various HR initiatives or measuring returns from them

Professionals interested in optimization of human capital based change initiatives

Members from organizations planning to set up an HR Analytic team for the first time.

Professionals interested to improve the existing way of collecting HR data or make meaningful use of existing HR data for future decisions.

Professionals interested in implementing evidence based HR investments in their organizations

Professionals planning to update or improve their HR Analytical skills

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Program Details

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Starts Oct 5, 2026

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HR analytics entails evidence-based decision-making about people issues in an organization. The increasing use of technology in organizations generates a huge amount of data about people, processes, businesses, and contexts. This should, ideally, enable a detailed analysis of HR policies, practices, procedures of the organization and help ascertain whether it aligns with the organizational strategy and purpose. The areas covered under HR analytics include, but are not restricted to, descriptive analysis (for example, analysing the attrition data to derive insights about retention strategies) and predictive analysis (for example, analysing performance data to predict the future performance of a newcomer). The programme indeed sets the way for assessing, designing and transforming HR systems and processes based on solid evidence and data, thus enhancing the alignment between HR and strategy.

Program Details

Application Deadline ( Sep 21, 2026 )

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Indian Institute of Management Raipur

HRM & OB

IIM Raipur, Atal Nagar, New Raipur

Starts Dec 5, 2026

Duration not available

₹37,170

Start using data to drive better, fact-based people decisions that ultimately benefit both the organization and its employees. As a People Analytics Specialist, you have a full analytics skillset that will enable you to drive data-driven decision-making throughout HR. Replace gut feeling with data-driven decisions in HR Help your business and employees thrive with evidence-backed HR policies. In this HR Analytics Foundations course, you will learn how people analytics can add value to both HR and the organization through real-life case studies. These case studies, taken from companies in different industries, will highlight how you can use data to solve pressing business problems and increase HR's strategic impact. ✓ Use People Analytics to identify workplace trends and measure policy effectiveness ✓ Learn about the four levels of analytics maturity and what they mean for your organization ✓ Study use cases on solving various problems with People Analytics ✓ Master the People Analytics cycle to improve critical talent and business outcomes. Of all the departments in an organization, the Human Resource (HR) department may have the least popular reputation. There are two reasons. First, the HR department is like a doctor: you’d never need one. Picture your role from the other side – when you ask an employee to come by your office, something bad is likely to happen. You may need to reprimand, put on notice, or even fire your colleague. Good news, like getting a promotion, tends to come from an employee’s direct manager. Not HR. Secondly, many regard HR as soft, old-fashioned and cost center. A lot of the work in HR is based on ‘gut feeling. We’re doing things a certain way because we’ve always done it that way. HR doesn’t have a reputation for bringing in big bucks or playing a numbers game like sales. HR also struggles to quantify and measure its success, as marketing and finance do. HR data analytics changes all of this. A lot of the challenges we just described can be resolved by becoming more data-driven and savvy about HR and analytics. Example questions include: How high is your annual employee turnover? How much of your employee turnover consists of regretted loss? Do you know which employees will be the most likely to leave your company within a year? These questions can only be answered using HR data. Most HR professionals can easily answer the first question. But the next two questions require more understanding of analytics. As an HR professional, you collect vast amounts of data. Unfortunately, this data often remains unused. Once you start to analyze human resource challenges by using this data, you are engaged in HR data analytics.

Program Details

Application Deadline ( Nov 21, 2026 )

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Pedagogy (case method, experiential learning, coaching, simulations)
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Prashansa Uttam

Programme Advisor

+91 9403890085[email protected]Mon – Fri, 9am – 5pm IST

XLRI - Xavier School of Management

Executive Education Office

https://www.xlri.ac.in

Jamshedpur, India

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