Build an HR Analytics and Workforce Plan
8 weeks · 0 milestones
Analyse workforce data for a real or documented organisation — using internal HR data, public proxies, or published workforce analytics datasets — to identify headcount gaps, attrition risk factors, and talent pipeline needs, and produce a workforce plan with specific hiring and retention recommendations. The analysis must include data sources, assumptions, and methodology. Proof requires review by an HR analytics practitioner or senior HR professional who can confirm that the analysis is grounded in real data, the conclusions follow from the data, and the recommendations are actionable.
Milestone map
Milestone map
3 milestones
Conduct a workforce data audit for a real organisation (your own employer, or an organisation you have data access to with appropriate permission). Establish the current headcount by function/level, attrition rates (voluntary and involuntary), time-to-fill for open roles, and skill distribution. Define the planning horizon (12 or 24 months) and the business objectives that will drive workforce demand.
Proof required
Submit: (a) a workforce data audit summarising current headcount by function and level, last 12-month attrition rates by function, average time-to-fill by role type, and any identified skill gaps, (b) a planning scope document defining the horizon and the business objectives driving workforce demand over that period, and (c) confirmation that the data is from a real organisation (name of organisation and your relationship to it — current employee, consultant, or HR data access with permission).
What gets checked
- Workforce data is from a real organisation — not hypothetical
- Attrition rates are broken out by voluntary and involuntary
- Skill gaps are specific — 'shortage of data engineering skills in the analytics function' not 'skill gaps exist'