This course contains the use of artificial intelligence.

Most companies that call themselves data-driven have a dashboard nobody opens and a set of metrics that were gamed within a quarter.

Why the dashboard did not help

The failure almost never happens at the analysis stage. It happens two steps earlier, when somebody measured a symptom instead of the problem, or built a metric that rewarded the behaviour rather than the outcome. I have introduced metrics that were being worked around inside six weeks, and the analysis behind them was fine. The question was wrong. No amount of regression rescues a question that was badly framed.

What this course actually covers

Five blocks, in the order the work happens. First, thinking: what makes an argument strong, which cognitive biases corrupt a conclusion before you reach the data, how to judge a source, and the decision models for acting under uncertainty. Second, framing: telling a symptom from a problem, eliciting what people actually need, and stating a question as problem, goal, constraint and metric. Third, measurement: designing an indicator, deriving it from critical success factors, displaying it properly, and the six myths that break most systems — starting with tying metrics to pay. Fourth, analysis: segmentation, lifetime value, funnels, correlation, multiple regression, forecasting, and designing an experiment with a control group. Fifth, eight lessons on a company that made all of this its operating system, including how it decides who to hire and how it predicts who will leave.

A note on the data

Eighteen of the thirty-eight lessons work with people data — turnover, engagement, hiring funnels, employee value. The method does not depend on that: segmentation, key driver analysis, multiple regression and experiment design behave the same whatever the rows represent. I am telling you what the examples look like so you can decide before buying rather than in lesson twenty-one.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 38 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working frameworks: Problem → Goal → Constraint → Metric, impact mapping, the 10-80-10 rule, key driver analysis, regression, experiment design

• Real cases, including how Google runs its decisions on data

Where to start

Pick the metric your team reports most often and ask what decision it has changed in the last six months. If the answer is none, that metric is decoration, and this course is about the difference. Enrol now and start the first lesson today.