HR Qualitative Analytics with NVivo Training Course

Duration 10 days 21 modules · 65 contact hours
Level Intermediate Certificate on completion
Who attends HR Business Partner, People Analytics Specialist and others
Fee from USD 2,200 KSh 190,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 16 Nov 2026 Course code SD-HM-135

Before you join: Participants should have practical HR experience and familiarity with common workforce data sources such as interviews, surveys, case notes or employee feedback.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

HR teams collect valuable qualitative evidence through exit interviews, engagement comments, grievance records, focus groups, performance conversations and employee-relations case files. Yet open-text evidence is often summarised inconsistently, reviewed manually at scale, or treated as anecdotal. Decision makers need defensible findings that show recurring themes, differences between employee groups, relationships between issues, and the evidence supporting recommendations.

This course teaches participants to plan, conduct and report qualitative HR analysis using NVivo. Participants learn to frame answerable HR questions; prepare and protect sensitive employee data; build a coding framework; code interviews, documents and survey comments; compare themes by employee attributes; run text-search and matrix queries; assess coding quality; and produce evidence-based findings. The course addresses common HR uses including retention analysis, employee engagement, workplace investigations, culture diagnostics, learning evaluations and policy reviews.

Training combines focused instructor briefings with guided NVivo demonstrations, case-based analysis, small-group review and structured application planning. Participants work with realistic HR datasets from the first week, including anonymised interview transcripts, engagement comments and case records. They progressively build a coded NVivo project and use its outputs to prepare an HR findings report. Each participant leaves with reusable analysis templates, a coding framework, query designs and a reporting structure suitable for adapting to their own workforce evidence.

The course suits HR professionals, people analysts, employee-relations practitioners, HR business partners, organisational-development specialists and researchers who need to turn qualitative workforce evidence into credible management insight. It is particularly relevant where HR decisions require clear audit trails, careful treatment of confidential information and transparent interpretation of employee voice.

What you will be able to do

  • Frame qualitative HR research questions using problem statements, sampling criteria and evidence requirements
  • Configure an NVivo project with secure source files, classifications and structured metadata
  • Develop a codebook using inductive, deductive and hybrid coding approaches
  • Code HR interviews, employee comments and case records consistently in NVivo
  • Run matrix coding, text-search and coding queries to test HR propositions
  • Assess coding consistency using intercoder agreement procedures and audit trails
  • Interpret qualitative findings through themes, cases, attributes and negative evidence
  • Produce an evidence-based HR findings report with recommendations and source traceability

Benefits of attending

For you

  • Produce credible findings from employee comments, interviews and case records
  • Build an auditable NVivo project for HR investigations and workforce studies
  • Present employee voice evidence with clearer links to management action
  • Apply coding methods that reduce subjective interpretation of qualitative evidence
  • Expand capability for people analytics, research and organisational-development roles

For your organisation

  • Improves consistency when analysing employee feedback across HR teams
  • Creates traceable evidence behind retention, culture and employee-relations recommendations
  • Reduces manual review time for large volumes of open-text feedback
  • Strengthens confidentiality controls for sensitive workforce research materials
  • Supports better-targeted interventions through segmented qualitative findings

Course modules

21 modules over 10 days

Participants can define where qualitative analysis adds value to an HR decision.

  • Qualitative evidence types: interviews, comments, case notes and policy documents
  • HR decisions supported by employee voice, themes and explanatory evidence
  • Distinguishing descriptive feedback from analysable qualitative research material
  • Problem statements linking workforce issues, evidence gaps and decisions
  • Research questions framed through population, phenomenon, context and purpose
  • Analytic claims separated from opinions, anecdotes and unsupported assumptions

Participants can design a proportionate qualitative study for a defined HR question.

  • Purposive sampling for employee groups, job levels and workforce segments
  • Maximum variation sampling to examine contrasting employee experiences systematically
  • Case selection criteria for grievances, exits and performance-management records
  • Semi-structured interview guides aligned with research questions and decisions
  • Focus-group design including participant composition, prompts and facilitation controls
  • Sample adequacy assessed through information power and thematic saturation

Participants can apply ethical and confidentiality controls to sensitive HR research data.

  • Informed consent statements covering purpose, access, retention and reporting
  • Data minimisation principles applied to workforce research source materials
  • Pseudonymisation procedures for transcripts, identifiers and employee attributes
  • Special-category data risks in health, grievance and protected-characteristic records
  • Access controls, retention schedules and secure project storage arrangements
  • Disclosure risk checks before reporting small-group qualitative findings

Participants can create an NVivo project structured for efficient HR qualitative analysis.

  • NVivo project structure: files, codes, cases, classifications and memos
  • Source folders organised by method, population, period and confidentiality level
  • Case classifications built for employee, manager, location and business unit
  • Attribute values prepared for tenure, grade, function and employment type
  • Project descriptions documenting purpose, scope, versions and data ownership
  • Backup routines and project-copy controls supporting reproducible analysis

Participants can prepare HR data files for reliable import and analysis in NVivo.

  • Transcript formatting conventions preserving speaker labels, timestamps and question structure
  • Survey comment exports cleaned for duplicates, blanks and corrupted characters
  • Document preparation for policies, investigation reports and meeting notes
  • De-identification checks removing names, employee numbers and direct identifiers
  • Import options for Word, Excel, PDF, audio and survey datasets
  • Source quality log recording origin, coverage, limitations and transformations

Participants can select a coding approach suited to an HR research purpose.

  • Inductive coding developed from recurring employee language and incidents
  • Deductive coding derived from engagement models, policies and research questions
  • Hybrid coding combining pre-defined categories with emergent evidence
  • Descriptive, process, emotion and values coding for HR materials
  • In vivo coding used to retain important employee wording
  • Analytic memos recording interpretations, questions and developing propositions

Participants can build a codebook with clear definitions and coding rules.

  • Codebook fields: definition, inclusion criteria, exclusions and illustrative extracts
  • Parent and child codes structured around themes and subthemes
  • Mutually exclusive codes distinguished from legitimate overlapping code assignments
  • Code naming conventions supporting retrieval, reporting and team consistency
  • Decision rules for ambiguous comments, mixed sentiment and multiple topics
  • Codebook version control documenting additions, merges and retired codes

Participants can code HR interview and feedback data accurately in NVivo.

  • Coding selected text passages to descriptive and in vivo codes
  • Drag-and-drop coding compared with quick coding and keyboard shortcuts
  • Multiple coding applied where passages contain distinct workforce issues
  • Context windows reviewed before assigning codes to short comments
  • Memos linked to sources, cases and codes during coding
  • Annotations used to flag uncertainty, follow-up questions and data-quality concerns

Participants can consolidate first-cycle codes into meaningful HR themes.

  • Pattern coding groups related first-cycle codes into explanatory categories
  • Theme development connects employee experiences, conditions and perceived consequences
  • Code aggregation tested against source extracts and contradictory evidence
  • Negative case analysis identifies evidence challenging early interpretations
  • Thematic maps show relationships among workload, management and retention
  • Theme definitions refined through analytic memos and codebook review

Participants can organise qualitative evidence by relevant workforce characteristics.

  • Cases created for employees, teams, locations and organisational units
  • Case classifications distinguish people attributes from source-document metadata
  • Attribute tables imported and checked against case naming conventions
  • Segment definitions specify inclusion rules for workforce comparison groups
  • Missing attribute values managed without unsupported assumptions or deletion
  • Confidentiality thresholds applied before comparing small employee populations

Participants can use text-based queries to identify patterns requiring closer interpretation.

  • Word frequency queries configured with stop words and minimum lengths
  • Word trees inspected for context, meaning and repeated employee phrasing
  • Text search queries use synonyms, stemming and proximity operators
  • Sentiment terms checked manually for sarcasm, negation and context
  • Search results converted into codes only after interpretive review
  • Keyword dictionaries documented for recurring HR concepts and policy terms

Participants can design NVivo queries that test focused HR propositions.

  • Coding queries retrieve intersections between themes, cases and attributes
  • Matrix coding queries compare themes across grade, tenure and location
  • Rows and columns specified to answer one precise analytic question
  • Query scope restricted by source type, period and employee population
  • Cell results inspected through underlying coded extracts and source context
  • Matrix outputs interpreted as patterns, not statistical significance tests

Participants can summarise case-based HR evidence using framework matrices.

  • Framework matrix rows represent cases, teams or participant groups
  • Columns capture predefined themes, questions or policy criteria
  • Summaries retain links to supporting extracts and source references
  • Cross-case comparison identifies common conditions and divergent experiences
  • Case summaries distinguish participant account, analyst interpretation and evidence
  • Matrix review exposes missing evidence before drawing conclusions

Participants can assess and improve the consistency of qualitative coding decisions.

  • Double-coding samples selected from representative and difficult source material
  • Calibration meetings compare interpretations against codebook decision rules
  • Coding comparison queries identify agreements, disagreements and unassigned passages
  • Cohen's kappa interpreted cautiously alongside substantive coding discussion
  • Disagreement logs record resolutions, codebook changes and unresolved issues
  • Audit trails link findings to coding decisions, memos and source extracts

Participants can develop credible conclusions from coded HR qualitative evidence.

  • Thematic conclusions supported by prevalence, intensity, context and exceptions
  • Explanatory claims distinguish employee perception from verified organisational fact
  • Triangulation compares interview, survey, document and case-record evidence
  • Rival explanations tested before attributing causes to management actions
  • Analytic memos connect findings with HR policy, process and workforce outcomes
  • Recommendations separated into immediate actions, investigations and further research

Participants can select visual outputs that communicate qualitative HR findings accurately.

  • Hierarchy charts display relative coding coverage across themes and subthemes
  • Comparison diagrams show differences between workforce groups without overclaiming
  • Concept maps link conditions, experiences, behaviours and reported consequences
  • Charts paired with representative extracts to preserve interpretive context
  • Visual outputs checked for small-cell disclosure and misleading proportions
  • Management slides distinguish evidence, interpretation, implication and recommended action

Participants can structure a concise report for HR sponsors and decision makers.

  • Executive summaries state the decision, key findings and recommended actions
  • Methods sections document sampling, sources, coding and analytical limitations
  • Findings organised by research question rather than software output
  • Illustrative quotations selected for relevance, anonymity and balanced representation
  • Recommendation tables assign owners, timelines, measures and evidence rationale
  • Appendices provide codebooks, query specifications and audit-trail references

Participants can apply qualitative analytics to common HR risk and retention questions.

  • Exit interview analysis identifies push factors, pull factors and decision points
  • Grievance themes examined for recurring conduct, process and manager issues
  • Stay interview evidence segmented by career stage and critical role
  • Investigation records analysed without conflating allegations, findings and perceptions
  • Retention hypotheses tested through coded themes and workforce attributes
  • Action priorities ranked by evidence strength, risk and managerial control

Participants can use NVivo to assess qualitative evidence from HR change and development initiatives.

  • Culture diagnostics analyse stated values, observed behaviours and organisational norms
  • Change feedback coded for understanding, readiness, resistance and support
  • Learning evaluation interviews examined using Kirkpatrick's four-level model
  • Psychological safety themes distinguished from general engagement commentary
  • Policy consultation responses analysed for feasibility, fairness and implementation concerns
  • Before-and-after feedback compared with consistent codes and participant segments

Participants can defend qualitative findings and convert them into actionable HR priorities.

  • Stakeholder questions anticipated through claim, evidence and limitation tables
  • Challenge responses distinguish methodological limits from inconvenient findings
  • Action plans connect themes with owners, milestones and success measures
  • Prioritisation matrices weigh employee impact, feasibility, urgency and risk
  • Feedback loops communicate findings back to participants and affected groups
  • Follow-up research plans specify unresolved questions and additional evidence needed

Participants can build, review and present a complete NVivo-based HR qualitative analysis with defensible recommendations.

  • Project brief defines decision owner, research question, scope and audiences
  • Source materials imported, classified and checked for confidentiality controls
  • Codebook applied through first-cycle coding, review and thematic consolidation
  • Queries test workforce differences, recurring concerns and competing explanations
  • Findings report presents evidence, limitations, recommendations and implementation priorities
  • Peer review tests traceability from management claim to source extract

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. HR qualitative research design template
  2. NVivo project architecture checklist
  3. HR coding codebook template
  4. Workforce segmentation matrix design
  5. Qualitative findings report template
  6. HR evidence audit-trail checklist

Who should attend

  • HR Business Partner — needs defensible employee evidence for workforce recommendations
  • People Analytics Specialist — needs to analyse open-text workforce data systematically
  • Employee Relations Manager — needs structured insight from grievances and case records
  • Organisational Development Practitioner — needs to interpret culture and change feedback
  • HR Researcher — needs NVivo methods for interviews, focus groups and document analysis
  • Learning and Development Manager — needs qualitative evidence from programme evaluations

Skills and tools covered

NVivo project managementQualitative codingEmployee voice analysisMatrix query designHR evidence reportingResearch ethics

Tools and standards

NVivo, Cohen's kappa, Kirkpatrick's four-level model, Framework matrix analysis

How the course runs

Training methodology

The course uses short briefings to introduce qualitative methods, HR evidence standards and NVivo functions. Instructor demonstrations are followed by guided case work using anonymised exit interviews, engagement comments, focus-group transcripts and employee-relations records. Participants practise coding, query design, interpretation and reporting in small groups, then review decisions against defined quality criteria. Simulations address stakeholder challenge, confidentiality decisions and competing interpretations. Individual application planning connects course outputs to a current HR question, available data and reporting audience.

Requirements and prerequisites

Participants should have practical HR experience and familiarity with common workforce data sources such as interviews, surveys, case notes or employee feedback. They should be comfortable using spreadsheets and managing files on a Windows computer. Prior exposure to qualitative research concepts is useful but not essential; the course introduces coding, themes, sampling and evidence quality before applying them in NVivo. No prior NVivo experience, programming ability, statistical modelling background or academic research qualification is required. Participants should be prepared to work carefully with confidential employee information.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

You need practical familiarity with HR work and confidence using common office software. Prior NVivo use, coding experience and formal research training are not required.

Bring a Windows laptop with NVivo access if your booking arrangements require it, plus a current HR question you would like to examine. Do not bring identifiable employee data unless your employer has approved its use and security arrangements.

It is designed for HR practitioners who work with interviews, employee comments, investigations, focus groups or feedback datasets. It also suits people analysts and internal researchers adding qualitative methods to their work.

The course uses NVivo specifically for HR evidence, including employee voice, retention, culture, grievances and policy consultation. It focuses on qualitative design, defensible interpretation, confidentiality and reporting rather than statistical workforce modelling.

You can use the templates and project structure to analyse a defined workforce issue, such as exit feedback or engagement comments. The reporting method helps you show management how recommendations are supported by source evidence.

The first week establishes research design, ethics, project setup, coding and early analysis. The second week develops queries, quality assurance, interpretation, reporting, applied HR cases and a final capstone project; each day runs from 08:30 to 16:30 with about 6.5 contact hours.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

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