Введение в аналитику и подбор персонала

2025/2026

Статус: Маго-лего

Кто читает: Департамент менеджмента

Где читается: Санкт-Петербургская школа экономики и менеджмента

Когда читается: 1, 2 модуль

Охват аудитории: для своего кампуса

Преподаватели: Белякова Анастасия Дмитриевна, Елагина Анна Юрьевна

Язык: английский

Кредиты: 6

Контактные часы: 48

Full Syllabus Ask Question

Abstract

“Talent management” modules focus on equipping HR professionals with advanced skills in talent management, covering key areas such as employee journey mapping, employee development methodologies, and adult education principles. Through a blend of seminars, case studies and group projects, students will gain hands-on experience in designing and implementing strategies that enhance employee engagement, development, and retention, ultimately driving organizational success. "HR Analytics" course focuses on developing data-driven approaches in Human Resource Management (HRM) through the Employee Journey Map (EJM) framework. Students will explore key HR domains, including employer branding, workforce planning, recruitment and onboarding, compensation & benefits (C&B), training & development (T&D), and off-boarding, by analyzing stakeholders, reporting methods, and HR metrics. 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

Develop expertise in employee experience design: equip students with the skills to create and optimize employee journey maps that enhance engagement, satisfaction, and retention throughout the employee lifecycle.
Master employee development strategies: enable students to design, implement, and evaluate effective employee development programs using methodologies such as coaching, mentoring, and competency frameworks to align individual growth with organizational goals.
Apply adult learning principles: prepare students to design and deliver adult education programs that cater to diverse learning styles, leverage technology, and foster a culture of continuous learning within organizations.
Introduce fundamental HR analytics concepts and their role in strategic data-driven decision-making.
Provide a structured framework for analyzing HR processes through the EJM.
Develop an understanding of key HR metrics, data sources, and reporting methods across all HR functions.
Equip students with analytical approaches to optimize workforce management and enhance business outcomes.

Expected Learning Outcomes

– Identify key touchpoints, pain points, and emotions in the Hiring (recruitment, interviews, onboarding) and Adaptation (first 90 days, mentorship, role clarity) phases
– Demonstrate the ability to draft a visual EJM for the Hiring phase and an Adaptation-phase EJM
– Identify 3 critical pain points in Hiring/Adaptation (e.g., slow feedback post-interview, unclear role expectations)
– Propose solutions (e.g., automated interview feedback tools, structured mentorship programs)
– Understand how HR analytics tracks employee experience via the selection and monitoring of relevant metrics
– Apply data and tools to real-life business scenarios in HR management
– Demonstrate the ability to collect, process, and analyze external and internal HR data
– Make data-driven decisions and critically evaluate their implications
– Develop and justify custom HR analytics solutions based on findings
– Understand key principles and approaches to workforce planning
– Apply received knowledge to practical, business-relevant HR cases
– Demonstrate the ability to design and justify a custom analytics project based on available data
– Communicate, defend, and interpret proposed HR decisions
– Evaluate the potential impact and feasibility of HR planning solutions
– Understand key principles of the recruitment process
– Assess performance metrics via recruitment funnel
– Demonstrate the ability to use tools for data visualization
– Communicate, defend, and interpret proposed HR decisions based on data
– Demonstrate the ability to catch new knowledge and skills in the fields beyond his/her majoring
– Apply received knowledge and understanding of data and tools to real business situations
– Create and defend a customized instrument based on data and analytics given
– Create and defend a customized suggestions based on data and analytics given
– Demonstrate the ability to collect, process, and analyze data necessary for solving tasks
– Demonstrate the ability to make managerial decisions and evaluate their consequences
– Demonstrate the ability to extract competencies from job description using keyword analysis
– Identify gaps between JDs and hiring manager interview transcripts
– Align with regulatory acts (e.g., industry-specific certifications, safety standards for healthcare roles)
– May categorize competencies into core / role-specific / regulatory-mandated
– Design derivative tools, such as: interview questions assessing key competencies, performance evaluation rubrics, training needs analysis templates
– Demonstrate the ability to analyze existing materials (company values docs, past training, incident reports)
– May conduct stakeholder interviews (HR, compliance officers, employees) to identify gaps
– Define learning personas (e.g., new hires vs. leaders need different approaches)
– Set learning objectives, choose delivery formats, align content with company values, incorporate real-world scenarios (e.g., bribery, data privacy, conflicts of interest).
– May design assessments (quizzes, role-plays, reflection journals).
– Define KPIs (completion rates, pre/post-test scores, behavior change surveys).
– Demonstrate the comprehension of basic theoretical concepts of the course.

Course Contents

Employee Journey map (EJM)
Introduction to HR Analytics through EJM
Analytics of Employer Branding
Workforce Planning and Budgeting, Compensation and Benefits
Recruitment, Hiring and adaptation
Methodology and Instruments of Employee Development
Adult Education
Employee retention and development tools. Turnover analytics

Assessment Elements

Class activities
EJM design case
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.
Workforce planning case
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.
Recruitment funnel visualization and action plan creation
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.
Individual assignment (interactive HR dashboard)
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.
Competency model design case
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.
Learning program design case
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.
General test assessment
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 2nd module
0.3 * Individual assignment (interactive HR dashboard) + 0.1 * Class activities + 0.1 * Competency model design case + 0.1 * EJM design case + 0.1 * General test assessment + 0.1 * Learning program design case + 0.1 * Recruitment funnel visualization and action plan creation + 0.1 * Workforce planning case

Bibliography

Recommended Core Bibliography

Armstrong, M. (2017). Armstrong’s Handbook of Human Resource Management Practice (Vol. 14th edition). New York: Kogan Page. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1507866
Yau, N. (2013). Data Points : Visualization That Means Something. New York: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=566405

Recommended Additional Bibliography

Isson, J. P., & Harriott, J. (2016). People Analytics in the Era of Big Data : Changing the Way You Attract, Acquire, Develop, and Retain Talent (Vol. 1). Hoboken: Wiley. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&site=eds-live&db=edsebk&AN=1226538

Authors

Миронова Алена Геннадьевна
Volkova Natalia Vladimirovna

Course Syllabus