Profile
This 12-hour eCornell module is built for HR professionals who already work with people data and want to move beyond simple reporting. You do not need to be a programmer or statistician to begin; the course assumes a practical HR background rather than deep technical expertise. That entry point matters, because the goal is not to turn you into a data scientist, but to help you ask sharper questions of the workforce information you already have.
The curriculum centres on applied predictive analytics — using historical employee data to anticipate outcomes like turnover, engagement risk, and hiring success. You will learn how to frame an HR problem as a predictive one, choose the right variables, and interpret model outputs with a critical eye. Along the way, the course covers core concepts such as regression, classification, and validation, but always in the context of real HR decisions rather than abstract theory.
What makes this module useful is its insistence on practice. You will work through case studies that mirror common Singapore workplace scenarios — attrition in a tight labour market, for instance, or the cost of a slow hire. Each exercise forces you to connect the statistical output back to a concrete action, like reshaping a retention bonus or adjusting a recruitment funnel. That practical thread keeps the learning grounded.
Because the training is conducted fully online and part-time over 12 hours, it fits around a working week. You can pace the lessons yourself, which suits HR professionals who cannot step away from operations for long stretches. The course carries SSG reference number TGS-2023038550, and the fee after subsidies sits at $700 — a figure that falls within the $500–$2000 band typical of short professional courses.
By the end, expect to walk away with a repeatable method for turning workforce data into recommendations your leadership will actually trust. You will not emerge as a certified data scientist, but you will know which questions are worth asking, which models are worth running, and when to be sceptical of a shiny number. For HR teams under pressure to justify decisions with evidence, that is a genuinely transferable skill.