professional development courses

  • Professional Development Courses

    Our courses are designed to deliver highly focussed, practical training on an open enrollement basis, covering all professionals, industries and regions.

  • Training by Regional and Sector

    Courses can either isolate regional or sector differences or celebrate them through both course delivery and trainee participation

  • It takes the best to train the best

    We employ the best trainers from unrivalled access to the world's leading minds in all industries and regional markets. Carefully selected for their mix of practical experience, consultative background in a broad range of companies and proven training delivery. You need the best, we insist on it!

  • Our training philosophy

    Our expert trainers combine with our cutting edge course content to focus on delivering content through expert facilitation and dynamic presentations with relevant and transferable practical case studies bringing the theory to life.

Predictive Analytics for HR Professionals

Predictive HR Analytics has been quoted as being arguably the most practical tool for HR with the greatest potential, presenting a tremendous opportunity to help organisations understand what they don’t yet know. By identifying trends and patterns, HR professionals and management teams can make better strategic decisions about the workforce challenges that they may soon face. From a talent perspective, most organisations do not have the core capabilities to carry out predictive HR analytics activities. Whether the individual(s) attending is an HR generalist, a specialist in one particular area (such as talent, diversity or engagement), an analyst or the head of HR for a large multinational organisation, the need to identify and understand trends and patterns, to take bias and gut instinct out of decision making and to predict organisational challenges is something that will set the organisation apart in having a credible, high-performing, analytic HR function, helping the organisation to be successful.

Turning 'Theory' into 'Practice'?

This two-day programme will provide you with a practical framework through which to understand and work with predictive HR analytics. By working through practical examples in areas including diversity, recruitment and engagement, you will be equipped to make evidence-based business decisions, predict employee outcomes and model future business scenarios. This programme will help you to unlock the potential that the application of predictive HR analytics could bring to your business. It will introduce you to the key competencies and practical skills required to be able to actually carry out truly ‘predictive’ HR analytics.

Who should attend?

This course is for anyone working in a Human Resources (HR) function or a Management Information (MI) function who would like to gain a working understanding of Predictive HR Analytics. It would be suitable for HR Directors, HR Business Partners, HR Consultants or anyone who has to make decisions about people in an organisational context.

Key areas to be covered in the programme and documentation

Introducing Predictive HR Analytics strategy
• HR Analytics and HR People Strategy
• The evolution of HR Analytics from planning to predictive
• Becoming a persuasive HR function using Predictive HR Analytics

Getting started in creating an effective predictive framework
• Understanding the environment and identifying key sources of information
• Tools you will need and a review of analysis software most commonly used
• Different types of data you will come across, where you might find it, and how it impacts your analysis
• Different levels of data (individual, team, organisation)
• The skills you will need to develop in your team
• An overview of useful statistical tools

Variables and Models
• Making predictions - predictor and outcome variables
• Recognising relationships between variables and what they mean
• Defining the best predictive model

Predictive analytics and Diversity
• Equality, diversity and inclusion
• Using Diversity analytics to explore diversity issues such as ethnic diversity, links between gender and senior roles, and bias in promotion and recruitment.
• Comparing diversity across different teams or locations and testing the impact of diversity.

Predicting Employee Engagement
• Employee engagement defined (or not)
• Employee opinion surveys and challenges with trying to measure employee engagement
• How to interrogate the survey questions for validity and reliability
• Doing more with the results
• Predicting team-level engagement

Data analytics for forecasting turnover and retention
• Employee turnover and retention
• How to minimise the costs of employee turnover
• Measuring employee turnover at individual or team level
• Comparing differences between team turnover
• Predicting individual turnover using what we know about the employee such as age, gender, performance, office location, and team leader information
• Predicting team turnover using employee engagement data

Using the relevant data for performance management
• Identifying what we can measure to indicate performance at both a team and individual level
• Predicting performance using employee profile data, pulse survey results, performance history, and sickness absence
• Predicting sickness absence using pulse survey results such as job strain, perceptions of justice and job satisfaction
• Ethical considerations in performance analytics

Recruitment and Selection Analytics
• Assessing the costs of turnover and hiring
• Identifying the presence of human bias in recruitment selection
• Validating selection techniques as predictors of performance in role
• Predicting candidate post-hire success using assessment centre data

Measuring the Impact of HR Interventions
• Cost vs impact on HR interventions such as development, wellbeing, culture change or employee engagement programmes
• Repeating the measures before, after and beyond an intervention
• Predicting the impact of learning and other interventions
• Evidence-based practice and responsible investment

Constructing a business case for investment
• Example business cases
• Modeling future scenarios. What if?
• How to develop a business case for

Benefits to you

• Drawing key insights from organisational data
• Reducing bias in organisational decision making by basing decisions about people on evidence rather than feelings or gut instinct
• Viewing business problems objectively through the lens of the predictive analysis that can be carried out on organisational data
• Applying predictive HR analytics in key areas such as Diversity, Employee Engagement, Turnover and Retention, and Recruitment and Selection
• Measuring the impact of earning and other interventions
• Modeling future scenarios and developing quantitative business cases for HR change based on trends and patterns in employee and other data

Companies already benefiting include:

Duration of Course

2 Day Course

Course details

This course is currently only available as an in-house option. For more information, and a quote, contact our team on +44 (0)20 3002 3057, or by email at

Looking to train larger teams in this subject?

dzingim@marcusevansuk.comTailored in-house/in-company training courses and bespoke strategy workshops designed and delivered on-site throughout Europe according to your specific requirements.

All management, personal development and project management public courses featured in our Course Directory are also delivered on an In-Company basis.

Click Here for information on how this course can be delivered for you as an In-Company Training Solution


Quick Enquiry
Training need Input the below captcha code

Further information

UK Enquiries: +44 (0) 203 002 3057

Non-UK Enquiries: +420 (0)2 5570 7246

North American Enquiries: +1 312 540 3000 X6714 or - Marketing Manager EMEA - Professional Training

UK Enquiries: +44 (0)20 7647 2383 :
European Enquiries: +420 (0)2 5570 7246 :


"This course will allow my company to develop its existing strategies to a much greater and hopefully profitable level."

Managing Director, Tarmac