Analytics for Talent Management
The statistical grounding HR practitioners lack — connecting talent data from every system you already run to bottom-line business impact.
Format
Classroom · Live Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Data is collected at every point of the talent lifecycle — applicant tracking systems, HR information systems, learning platforms, performance reviews — and most HR practitioners still make talent decisions without it. This two-day, interactive programme arms practitioners with the terminology, skills and knowledge to navigate data and analytics: thinking analytically, applying basic statistical techniques, and connecting talent management initiatives to bottom-line business impact. The cohort works through analytics applied to talent acquisition, performance management, engagement and retention, continuous learning and leadership — including moving talent from early to senior leadership faster, increasing women and diversity in leadership roles, and retaining the people the business cannot afford to lose.
What you will do
Who attends
- HR managers
- HR and L&D professionals
- Entrepreneurs and small business owners
- Practitioners building a people-analytics capability
Programme agenda
Built for the decisions no textbook prepares you for
I.From records to evidence
- The data of the talent lifecycle — ATS, HRIS, LMS, performance reviews
- Why HR fails to apply the information it already collects
- The terminology of data and analytics
II.Analytical foundations
- Thinking analytically about talent questions
- Basic statistical techniques for practitioners
- Big data and analytics in the HR context
III.Analytics applied to the lifecycle
- Optimised talent acquisition
- Performance management, engagement and retention
- Continuous learning and development
IV.Leadership and business impact
- Moving talent from early to senior leadership
- Women and diversity in leadership roles; engaging Millennials
- Connecting talent initiatives to bottom-line impact
Frequently asked
Do the HR programmes cover people analytics and workforce planning?
Yes. The curriculum runs from analytics for talent management through strategic workforce planning, competency frameworks and succession. Participants leave able to build a workforce plan, apply statistical techniques to the data already sitting in their HRIS, and connect talent decisions to business impact in numbers.
Do programmes address nationalisation and localisation mandates?
Yes — recruitment, retention and succession under nationalisation mandates are covered directly, including competency-based selection and the succession pipelines those policies demand. Participants leave able to build a localisation plan that fills roles with capability, not just headcount.
How does admission to an HR programme work?
Submit an application or a brochure request from the programme page; a senior practitioner answers within one business day, brochure included. There is no online checkout — dates, format and fees are settled in that conversation.
Can we train our whole HR function at once?
Yes. Every programme runs in-house, tailored to your HR operating model, your systems and your workforce priorities, in English or French. A private cohort lets the whole function work on the same live problem rather than sending individuals to separate courses.
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Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.