You Can’t Manage What You Don’t Measure

Most organizations will express that people are their most important asset. Therefore, how can HR professionals continue to make gains as a strategic business partner by both managing people more effectively and by leveraging data analytics? Measure it, then manage it. Yet…

  • 5% – Only 5 percent of big-data investments go to HR, the group that normally manages HR analytics.
    Source: Tata consultancy services
  • 9% – Only 9 percent of companies believe they have a good understanding of which talent dimensions drive performance in their organization.
    Source: Deloitte
  • 11% – Only 11 percent of respondents indicated their rewards systems were highly aligned with their organizational goals, and 23 percent reported that they did not know what rewards their workers value.
    Source: Deloitte

Who is this Program for?

  • Mid to senior-level human resources and learning and development professionals
  • Business unit heads that crossover into human performance management
  • General managers
  • Owners of small and medium businesses with talent management oversight
  • Consultants and business performance professionals

Participant Titles Include:

  • VP Talent Management
  • Director of Strategy
  • Division HR Business Manager
  • HR Business Partner
  • Program Manager People Analytics
  • SVP/Operations Director
  • Compensation Director
  • Director of Talent Management
  • VP Human Resources
  • Group HR Manager
  • Chief People Officer
  • People & Change Director

Participant Companies Include:

  • DBS Bank
  • 3M
  • Google
  • The Home Depot
  • Kotak Mahindra Bank
  • The Emirates Group
  • Godrej Industries Ltd
  • Interops Consulting
  • Oasis Investments – Al Shirawi Group
  • Mercer Japan
  • Power Finance Corporation


Take the first step to a Global Education

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  • Starts on

    June 25, 2020

  • Duration

    2 months, online

    (4-6 hours per week)
  • Course Fees

    US$ 2,800*

Program Video

Curriculum & Faculty

Industry Examples

Google: Project Oxygen

Google: Project Oxygen

Discover how Google implemented a company-wide HR initiative dubbed ‘Project Oxygen’ to identify the key attributes of successful managers, getting at the question: Do managers matter?

National Football League (NFL)

National Football League (NFL)

Explore how in the realm of professional sports, where far more data is collected on performance than in your average workplace, identifying high performers can be a challenging task

The Japanese Auto Industry

The Japanese Auto Industry

Understand how a worker’s autonomy relates to productivity


Martine Haas, PhD
Martine Haas, PhD

Professor of Management, The Wharton School; Anthony L. Davis Director of the Joseph H. Lauder Institute for Management and International Studies, The University of Pennsylvania

Cade Massey, PhD
Cade Massey, PhD

Practice Professor, Operations, Information and Decisions, The Wharton School

Matthew Bidwell, PhD
Matthew Bidwell, PhD

Associate Professor of Management, The Wharton School

Michael Useem, PhD
Michael Useem, PhD

William and Jacalyn Egan Professor of Management; Director, Center for Leadership and Change Management; Editor, Wharton Leadership Digest

Peter Cappelli, DPhil
Peter Cappelli, DPhil

George W. Taylor Professor of Management; Director, Center for Human Resources, The Wharton School

Learning Experience

Wharton’s HR Management and Analytics online program combines theory with practical application, and flexibility with rigor, to give you a holistic view of strategic HR management that includes an overview of people analytics. At the end of this program, you will be able to:  

  • Understand the basic principles of using HR analytics to improve collaboration between employees and between departments to meet goals, whether it’s driving innovation or efficiency
  • Leverage data analysis to separate skill from luck; identify internal biases; and understand the staffing cycles of hiring, internal mobility, and attrition
  • Understand the four key factors in measuring performance: regression to the mean, sample size, signal independence, and process versus outcome
  • Initiate and manage people analytics projects to help you reach your organizational goals
  • Motivate individual performance, design reward systems, and create a desirable work environment
  • Create a mindset around systems of work versus individual jobs, focusing on retention and employee potential
  • Design an organizational structure built for recruiting top talent and competitive advantage




Upon successful completion of the program, you will earn a digital certificate of completion from The Wharton School.

Certificate Click to view certificate

Note: After successful completion of the online program, your verified digital certificate will be emailed to you in the name you used when registering for the program. All certificate images are for illustrative purposes only and may be subject to change at the discretion of The Wharton School.
This online certificate program does not grant academic credit or a degree from the Wharton School of the University of Pennsylvania.

Participant Profile



Work Experience

Work Experience

Participant Speak

Sarah Sue Miller

Director, Business Development Patient Care, Laerdal Medical
HR Management and Analytics

I enjoyed the practical applications with case studies at a flexible pace. As a busy professional, keeping a balance in life can be a considerable challenge. I could access the material through multiple platforms and on the go with my PC, tablet, and even phone—fantastic!

Brent Perdue

Manager, Compensation, Encana Corporation
HR Management and Analytics

The best part of this course was the marrying together of HR issues with practical, data-driven actions that we can take to both identify and address them. Going forward, when I'm in a situation to argue for or against an HR initiative, I will return early and often to see what the data has to say!

Sumiko Evans

Office Manager, Prestige Validation Services LLC
HR Management and Analytics

Most modules helped me gain knowledge and confidence in building a new organizational design.