Thank you so much for this very helpful module! I hope you continue to inspire HR professionals around the world to use HR Analytics as an important means to drive organizational-related decisions.
detailed, yet high level enough to bring any specialist into the subject. provides useful information that is beyond people analytics. very recommended or any level/specification HR professional.
par Vishal S•
It was a good experience
par Adam D•
Thank you explain well
par Vedansh J•
great course loved it
par Dhruval B P•
par Patience O•
easy to understand
par FAITH M•
very good overview
par Nikita B•
par Kenya A R•
par JEVWEGAGA H•
par Shibaji M•
par Deepankar S•
par Justin A•
par Angel S•
par Adithya S•
par Naresh P•
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par Joel E E•
I want to thank you for the lessons learned in the People Analytics course, all learning will always be about growth and development.
The different approaches given in the course, allow us to explore fields and applications in Human Resources management, which is very much needed in the vast majority of organizations and in Human Resources departments as managers of this field.
I want to give you feedback on the opportunities presented in the course from the perspective of Business Analytics as a package of the 4 courses included:
1. There is no uniformity in the structure of the 4 courses, i.e. the training model is not systematic. There is no uniformity in the structure of the four courses, that is, the training model is not systematic. It seems that each course is independent of the other, and even if it is, it does not maintain a uniformity in what is offered as a model of key analytics: 1.
2. It seems that the same mistake is made that the same material in People Analytics points out, that is, while in the operational areas of the business, financial and commercial, the Business Analytics course works with numbers, excel sheets, calculations, and "dragging the pencil" in the People Analytics course is left to verbal word management, this is a great weakness in organizations, and it is evident in the development model of this part of the analytics course: presentation, slides, verbalized examples, and additional literature, but even in the case of the Collaboration Networks theme, we do not work hand in hand with the participant in developing a network on paper, let alone arrive at calculations of density, centricity, etc
3. There is a great opportunity to raise the standard of this module of People Analytics, when there is already updated literature as THE POWER OF PEOPLE from Harvard, or The Financial Analytics for HR Managers, where you can apply the tools that you offer for example in Operation Analytics, as the SOLVER model to optimize objectives, take them to projects of personnel management to optimize processes.
In this sense I feel a bit disappointed as a "customer" of the Business Analytics course, where some key concepts that they expose, are not taken to themselves in the course model itself.
This is something that the managers of the University of Pennsylvania should review, and work more with the user approach as a purchasing experience.
It leads me to think that both they are using this same information and what is reviewed in the forums, as to be direct and immediate input to make adjustments to their training processes, which coupled with the online system there is no replication to interact in a timely manner with teachers and management.
I mention this not in order to make a claim, but rather as a measure of congruence with the value and scope of the topic.
One thing I have learned with you, is that everything must lead us to maximize the result to the expected goal, in the midst of restrictions and with a leverage strategy. This takes me beyond asking myself, but rather raising, that this same scope of optimization models is not being carried out in the course methodology.
Still, I am grateful for the contribution they have made in the People Analytics course, to the extent that it has been given.
Thank you very much.
JOEL ESTRADA ESTRADA
Translated with www.DeepL.com/Translator (free version)
par Anand V P•
It broadly outlines the issues and challenges any one implementing HR analytics might face. It talked about the possible pitfalls in decisions and assumptions that you make.They have used analytics and psychological research from popular organizations to elucidate the concepts. I think its ideal course for you if you are a manager and have an analytics system in place. But as an HR student interested in analytics i would have benefited more if stuff like what are key metrics to track and what are the best tools and what kind and level of expertise is required(like statistics,DBMS etc). This course provides a bird's eye view while I wanted a worm's eye view.
par Lisa W•
The course provides a good amount of information about People Analytics. However, the course assessments don't seem to align with the course learning objectives. It's tedious to go over all the instructional videos before taking the 10-questions quiz in each module. The instructors are knowledgeable and very passionate about the topics. More instructional design strategies are needed to make the course more engaging.
par Krzysiek S•
The course indeed touches interesting materials. I especially found very interesting all the stories from sports domain and from real organizations. In addition, the reverse causality was interesting to here. However. Honestly, initially I was expecting to hear more specific hints and information. After the lectures, I am more aware of presented findings rather than how to implement it into organization.
par Nathan L A•
A little pricey for the topics covered, but I like that it gave a high-level overview of some of the data science elements required to get into this field. I wouldn't consider this a basic course just because I don't think a novice could extract much values from it -- not is it comprehensive enough to be wholly-contained (to really extract value from this course, there needs to be indep