HR Analytics with Power BI Training Course

Participants can assess HR data sources and document controls for reliable analysis.

• HRIS, applicant tracking, payroll and learning system data mapped
• Grain defined for employee snapshots, contracts, events and requisitions
• Data profiling checks for duplicates, missing values and invalid dates
• Employee identifier matching across systems using controlled join rules
• Effective-dated records interpreted for organisational and job history
• Data-quality scorecard covering completeness, validity, consistency and timeliness
• Exception log designed for unresolved source-data and definition issues

Participants can prepare repeatable HR datasets using Power Query transformations.

• Power Query connections created for Excel, CSV and folder-based files
• Column data types assigned before calculations, joins and model loading
• Null values, error records and placeholder codes treated consistently
• Split, merge and conditional columns applied to HR classification fields
• Append queries used for monthly extracts with aligned column structures
• Merge queries used to enrich employee records with organisational attributes
• Query steps documented through meaningful names and applied-step review

Participants can build an HR data model that supports accurate measures and filtering.

• Star schema separates workforce events from descriptive HR dimensions
• Date table created for monthly trends, year-to-date and period comparisons
• One-to-many relationships configured between facts, dimensions and calendar tables
• Cross-filter direction selected to prevent ambiguous or misleading results
• Employee, organisation, job and location dimensions structured for analysis
• Snapshot fact tables compared with transaction tables for workforce reporting
• Model validation tests reconcile Power BI totals with approved HR reports

Participants can create DAX measures for core workforce and movement indicators.

• Measures distinguished from calculated columns through evaluation context
• CALCULATE modifies filters for controlled workforce metric definitions
• DIVIDE handles ratios and avoids errors from zero denominators
• Headcount measure counts active employees at a selected reporting date
• New hires, exits and internal moves calculated from event records
• Time intelligence compares current periods with prior months and years
• Measure display folders organise reusable workforce calculation libraries

Participants can design HR dashboards that direct management attention toward decisions.

• Dashboard audience mapped to executive, manager and HR analyst needs
• KPI cards show current value, target, variance and comparison period
• Line charts reveal workforce trends, seasonality and inflection points
• Bar charts rank departments without obscuring meaningful scale differences
• Slicers, drill-through pages and report tooltips support controlled exploration
• Exception thresholds highlight metrics requiring management intervention
• Narrative annotations state findings, caveats and recommended follow-up questions

Participants can analyse recruitment pipeline performance and early employee outcomes.

• Recruitment funnel stages defined from requisition approval through accepted offer
• Time-to-fill calculated using agreed start and end date rules
• Time-to-hire separated from time-to-fill for clearer process diagnosis
• Source-of-hire analysis compares volume, conversion and early retention
• Recruiter workload measured through open requisitions and candidate pipeline volumes
• Offer acceptance rate segmented by role family, location and source
• New-hire attrition tracked through agreed thirty-, sixty- and ninety-day periods

Participants can identify workforce patterns that require targeted management review.

• Attrition cohorts compared by tenure, job family, manager and location
• Survival curves introduced for analysing retention over employee tenure
• Absence rate calculated from lost days and available working days
• Bradford Factor limitations considered before absence scoring is adopted
• Heatmaps reveal concentrated absence, turnover and vacancy pressure
• Segmentation rules protect confidentiality for small employee populations
• Correlation interpreted cautiously without claiming unsupported causal relationships

Participants can report sensitive talent measures with suitable definitions and safeguards.

• Representation rates calculated by grade, function, location and leadership level
• Diversity disclosure categories governed by consent, completeness and suppression rules
• Performance rating distributions assessed for calibration and manager variation
• Learning participation distinguished from completion, assessment and transfer measures
• Internal mobility rates calculated from role changes and promotion events
• Gender pay gap measures separated from equal pay analysis requirements
• Intersectional reporting designed with minimum group-size and confidentiality thresholds

Participants can publish governed HR reports and plan their adoption by decision makers.

• Power BI workspace roles assigned for authors, viewers and administrators
• Row-level security restricts report results by manager or organisational hierarchy
• Dataset refresh schedules aligned with source availability and reporting deadlines
• Report certification criteria cover definitions, reconciliation, ownership and refresh status
• Usage metrics reviewed to identify adopted, ignored and duplicate reports
• Management briefing structure connects findings, implications, actions and follow-up measures
• Ninety-day HR analytics action plan prioritises reports, controls and stakeholders