People Analytics & HR Intelligence
Attrition prediction, workforce planning, and data-driven talent strategy for CHROs and HR leaders.
The executive challenge
The problem this program solves
Your teams adopt people analytics tools faster than the institution can govern them, and leadership cannot answer the board's simplest question: which decisions are now made by machines? The board does not need more dashboards; it needs an executive who can say where people analytics pays, where it does not, and how the institution will know. You will practise the hardest part — deciding what not to do — and leave with a people analytics agenda your executive committee can approve.
Context
Why this matters now
Capability
What you will be able to do
- Evaluate where people analytics creates economic value across the organisation — and where it reliably does not.
- Read people analytics evidence — dashboards, model outputs, vendor claims — and know exactly what to trust.
- Construct a people analytics roadmap sequenced by value, feasibility and risk.
- Defend a people analytics investment case before a board that has been disappointed before.
The IPAT Course Standard
The ten-day journey
Each day is a deliberate progression in managerial capability — from strategic context, to analytical frameworks, to applied practice, to executive judgement under pressure, to a capstone that produces something your organisation keeps. This program assumes no prior coding experience: Week 1 builds Python and R fluency from zero; Week 2 applies those tools to the full programme.
IPAT Signature Case™
The People Analytics Model Nobody Can Explain
A a national revenue authority deployed a people analytics model into daily operations. It performs — until a customer dispute, a journalist and the regulator arrive in the same week, and no one can reconstruct why the model decided what it decided.
Your decision: Pause the model pending an explainability rebuild, defend it as deployed, or restrict it to advisory use — each response signals something different to the regulator, the market and your own staff.
IPAT Data Lab™
Three functions at a fast-scaling e-commerce platform report three different truths about the same people analytics question.
Dataset: Synthetic multi-source people analytics dataset — finance, operations and customer tables that disagree.
Your task: Reconcile the sources, build the single defensible view, and decide which dashboard the executive committee keeps.
A reconciled people analytics decision view and the data architecture behind it.
Data → Analysis → Decision, not Data → Code → Certificate
Day 10 · The Capstone
What will you change when you return to work?
Build a twelve-month analytical and AI roadmap for your organisation: the value case, the data foundations, the governance, and the first 90 days.
Methodology
Frameworks you will master
- • IPAT Data-to-Decision Framework™
- • IPAT Executive Capability Model™
- • Value-versus-feasibility portfolio analysis
- • CRISP-DM analytical lifecycle
- • Model risk management principles (SR 11-7 adapted)
Cohorts
Upcoming cohorts
New dates are being scheduled
Register with your preferred start date and our admissions team will match you to the next available cohort — or contact us to arrange an in-house delivery for your organisation.
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