Kies de Nederlandse taal
Course module: 201500092
Strategic HR Analytics
Course info
Course module201500092
Credits (ECTS)5
Course typeCourse
Language of instructionEnglish
Contact J. de Leede
Examiner J. de Leede
Contactperson for the course J. de Leede
dr. S.D. Schafheitle
Academic year2022
Starting block
Application procedureYou apply via OSIRIS Student
Registration using OSIRISYes
The MSc course Strategic HR Analytics aims to develop students’ understanding and analytical skills on how to make better business decisions by systematically analysing HR (i.e. people) levers of business outcomes, and also develop their critical thinking about the positioning of Strategic HR Analytics in various contexts (i.e. HR, business and societal).
Intended Learning Outcomes
After completing this course master students are expected to be able to:     
  1. Discuss the influence of HR-related decisions on business outcomes
  2. Apply approaches for conducting HR Analytics to various domains of HRM, such as recruitment, strategic workforce planning and retention management.
  3. Explain the challenges for implementing HR Analytics in (1) an HR department context, (2) a general business context, and (3) a societal context.
  4. Analyse the impact of HRM practices and people characteristics on organisational outcomes
  5. Reflect critically on the desirability, necessity, limitations, overall added value and (potentially undesirable) consequences of HR Analytics. Students are also expected to continue training their skills to formulate a problem statement that will be analysed through the lens of a specific HRM practice; develop an HR Analytics approach including a data collection and data analysis plan; conduct the actual analysis by applying fundamental analytical concepts; formulate ready-to-implement advice related to the particular HRM practice; align the advice across project groups to come up with an overall recommendation for the company; write an advice report to a company using different HR Analytics perspectives, and work in project teams
  • “You cannot just fly around the world and hope that you’ll find a new talent. I strongly believe that data can support you to be more prepared and to support you define what players are worthwhile to watch during a live game. Look at all the costs clubs and agents are making to find the best talents in the world. Therefore I am a big fan of objective player analysis based on data. With the right data-tools clubs and agents can save a lot of money and time.” Sander Westerveld – former goalkeeper and now a player agent for World Soccer Consult sees definitely the power of data analytics for his job. Therefore they collaborate with the Enschede based start-up SciSports. “They can support us to filter-out the interesting players. The traditional way of scouting is to watch every single game live or via video footage. That is impossible and inefficient to do. We need companies like SciSports to support us in making this process way more efficient than it currently is.” In June 2018, Eintracht Frankfurt signed a contract with SciSports and in August 2018, Premier League club Huddersfield did the same. These clubs get access to the SciSports Insight platform to cover more than 90,000 players around the world. So, analytics work!

Analytics also work in the world of Human Resource Management. We then call it HR Analytics. Decisions in contemporary Human Resource Management are increasingly made based on systematic identification and quantification of the influence of people on organisational outcomes. Supported by the rapid advances in IT and ‘big data’, HR Analytics will shape the HRM practice in the coming years. Not surprisingly that leading organizations as ABN AMRO, Shell and ING are increasingly hiring HR Analytics experts.  The course Strategic HR Analytics provides you with the knowledge and skills to apply HR Analytics in practice, and to advise organisations on their HR Analytics strategy. The course helps you to become the analytical HRM specialist of the future, ready to take fact-based decisions that will help your organisation to take HRM to the next level. Do you have what it takes to become the HR professional of the twenty-first century?
During this course you will:
  • Conduct an HR Analytics project for UT-HR or National Police with a pressing business challenge for which the organisation needs creative and innovative solutions.
  • Develop your consultancy skills by designing a coherent advice for this real-life organisation and presenting this advice to the HR board.
  • Meet with UT-HR or National Police decision-makers during the project and gain in-depth insights in their day-to-day HRM challenges.   
  • Learn about HR Analytics in practice during the guest lecture by an HR Analytics manager from a Dutch multinational organization.
  • Critically reflect on HR Analytics from a ‘big brother is watching you’ surveillance and privacy perspective.
  • Enjoy a carefully balanced study workload with the course Global Talent Management.
  • Gain competitive advantage over other applicants when entering the labour market, since you will be one of the few Dutch students who have followed a master course on HR Analytics
Assessment Weight Credits Minimum Grade Format Individual/group
Exam 50% 2.0 EC 5.5 Written Individual
Research Project 40% 2.5 EC 5.5 Written Group
Presentation 10% 0.5 EC 5.5 Oral Group
Assumed previous knowledge
BSc degree
HRM-related bachelor courses
Participating study
Master Business Administration
Required materials
Recommended materials
Diez, F., Bussin, M. & Lee, V. (2020). Fundamentals of HR Analytics: A Manual on Becoming HR Analytical. Howard House: Emerald Publishing Limited. ISBN 9781789739640
Instructional modes
Presence dutyYes

Presence dutyYes

Final thesis
Presence dutyYes

Presence dutyYes

Project supervised
Presence dutyYes

Project unsupervised
Presence dutyYes

Presence dutyYes


Kies de Nederlandse taal