Talent is the most important asset in many businesses, yet people-related issues are often addressed informally, with a strong reliance on instinct. Analytics instead relies on objective data and deep analysis to remove subjectivity from decisions.
In People Analytics: HR Transformation through Data, you will learn how data can and should be collected, analyzed, and used as a basis for decisions. Wharton faculty will demonstrate how analytics techniques are being applied to create an employee-centric approach to talent management. As the workforce continues to undergo radical changes — and management across generations, geographies, and worker expectations becomes increasingly more complex — data helps build practices that lead to better individual and organizational performance. The companies that can best harness the power of their data will continue to reap the benefits, and the advantages over their competition, well into the future.
Academic Director Cade Massey says People Analytics: HR Transformation through Data is about making more rigorous decisions.
October 22 - 25, 2018Philadelphia, PA$8,900
March 25 - 28, 2019Philadelphia, PA$9,100
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In People Analytics: HR Transformation through Data, you will:
People analytics began as a technical human resources function that focused narrowly on engagement and retention. Today it is increasingly applied across global organizations to solve a wide range of business challenges. Some of the world’s most successful companies (such as Google, Nissan, and Goldman Sachs) are using people analytics to improve hiring and promotion, performance evaluation, job design, compensation, and collaboration. But while many companies say tapping into their employee data is a priority, only a minority of organizations has usable data, and even fewer are putting it to use. That means developing the knowledge and tools needed to exploit this fast-growing field can give your career and your organization a serious advantage
People Analytics explores data-driven techniques for managing people, and for making more strategic, systematic decisions that affect the organization as a whole. It will help prepare you to take a leadership role in building an analytics capability in your organization, as opposed to learning the number-crunching skills of data scientists. Taught by the directors of the Wharton People Analytics initiative, the program examines the topic on three levels — data collection, analysis, and application — and offers state-of-the-art research and applications for each. By gaining greater insights into your workforce, you will be able to help them engage more positively and productively, and reduce risks.
Because merely having data is not sufficient, better and worse uses of data are explained using real-world examples. You will learn methods for avoiding decision biases, including employing machine-based algorithms. Finally, best-practice approaches to drawing rigorous conclusions based on collected data from some of the world’s most successful companies are explored.
This dynamic, hands-on program is a true learning laboratory, leveraging the latest insights and best practices to help you and your organization move to the analytics forefront. In addition to lectures, case studies, an industry panel, and exercises, you will work throughout the week in small groups on a real-world issue, running data analyses and making recommendations based on your findings. You will also discuss specific challenges with faculty and fellow participants as you begin to explore how people analytics can be applied in your organization.
The theories and applications of People Analytics will be examined as they relate to:
Professor Cade Massey on who should attend.
People Analytics was designed for executives responsible for hiring and managing talent. Those who want to build analytics capabilities, improve the quality of talent, and learn better tools for managing and leading organizations will also benefit. In particular, the program attracts HR professionals, business unit and general managers, and leaders of mid-size to large companies.
Fluency in English, written and spoken, is required for participation in Wharton executive education programs unless otherwise indicated.
To further leverage the value and impact of this program, we encourage companies to send cross-functional teams of executives to Wharton. We offer group enrollment benefits to companies sending four or more participants.
Matthew Bidwell, PhDSee Faculty Bio
Associate Professor of Management, The Wharton School
Research Interests: Human resource management, knowledge workers, worker mobility
Cade Massey, PhDSee Faculty Bio
Practice Professor, Operations, Information, and Decisions, The Wharton School
Research Interests: People analytics, judgment under uncertainty, organizational behavior
Martine Haas, PhDSee Faculty Bio
Research Interests: Global collaboration, teamwork, knowledge sharing, information-technology use, human and intellectual capital
Prasanna Tambe, PhDSee Faculty Bio
Associate Professor of Operations, Information and Decisions, The Wharton School
Research Interests: Economics of IT labor, technological change, and labor markets
Kevin Werbach, JDSee Faculty Bio
Professor of Legal Studies & Business Ethics, The Wharton School
Research Interests: Business, legal, and social implications of the internet and communications technologies
Download the program schedule, including session details.
Tuition for this program includes lodging and most meals. Prices are subject to change.
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Wharton People Analytics: Using data to advance how organizations make decisions about people.
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