Most HR decisions used to rest on instinct — a manager's sense that a team was disengaged, or a hiring choice based on gut feel. That approach doesn't hold up anymore. The HR Analytics in Practice course from the Arab British Fellowship Training Academy trains HR professionals to replace guesswork with evidence: measuring what is actually happening across recruitment, performance, retention and culture, and using that measurement to make better calls.

The course covers the full analytics toolkit — key metrics, data collection methods, digital and AI-assisted analysis techniques — but always ties them back to a practical HR question: is this recruitment channel working, is this training programme paying off, why are people actually leaving. By the end, participants can build a case for HR decisions using data rather than assumptions.

Who Should Attend?

• HR managers and supervisors looking to strengthen their data analysis skills.
• Data analysts and specialists working with HR data.
• Leaders and decision-makers who rely on data analysis for strategic calls.
• Team managers aiming to improve the work environment through metrics.
• Data professionals interested in specialising in HR analytics.

Objectives and Benefits:

• Understand key HR metrics and how to use them strategically.
• Use analytical tools to turn HR data into decisions that improve organisational performance.
• Evaluate the effectiveness of HR programmes and policies through continuous analysis.
• Apply KPIs to measure success across recruitment, training, retention and performance.
• Use digital and technological tools to collect, analyse and act on HR data.

Module 1: From Gut Feeling to Data-Driven HR

• What metrics and analytics actually mean in an HR context
• Types of HR data: descriptive versus operational, and how to categorise it for analysis
• Key Performance Indicators (KPIs): what they are, and how to choose the right ones for HR

Module 2: Tools and Technology for Collecting HR Data

• Analytical tools available to HR teams, and how to collect data from multiple sources
• Digital software and technology for HR data analysis
• AI and machine learning techniques, and where they add real value

Module 3: Reading the Signals — Trends and Patterns in Workforce Data

• Analysing trends in performance and recruitment data
• Using analysis to anticipate future workforce challenges
• Understanding the link between recurring patterns and continuous improvement in HR

Module 4: Measuring What Matters Across the Employee Lifecycle

• Evaluating recruitment strategy effectiveness, selection quality and recruitment ROI
• Measuring the impact of training and development programmes on performance and skills
• Tracking employee retention rates and diagnosing the real reasons behind attrition

Module 5: Analysing Performance, Culture and Inclusion

• Measuring individual and team performance and the factors that drive it
• Measuring diversity within the workforce and its effect on organisational performance
• Assessing company culture with metrics, and using that to improve productivity

Module 6: Turning Analytics into Strategic HR Decisions

• Using data to support and validate HR decisions
• Evaluating potential ROI and long-term outcomes of strategic HR choices
• Risk analysis techniques for HR decision-making

Module 7: Looking Ahead — Predictive HR Analytics

• Predictive techniques based on current workforce data
• Using future-focused analysis for HR planning
• Building flexible HR strategies based on predictions and ongoing analysis