[68% Off] Claude Ai For Hr Analytics: People Kpi, Excel, 390+ Tools

Analyze people data with AI: HRIS cleanup, headcount and attrition dashboards, turnover forecast, board report, prompts

Added on October 12, 2026 Business 5 min read

What you’ll learn

• Take away 390+ tools: procedures, AI prompts, templates, checklists, question lists and formulas, plus 56 downloadable tool files
• Clean HRIS data with a golden HR dataset readiness checklist, an HR master dataset schema and an HR data quality audit prompt
• Build a company snapshot with an HR Analyst Agent system prompt, snapshot metrics and a People Snapshot Dashboard
• Diagnose turnover and pay gaps with an Attrition Causes Taxonomy, a manager anomaly scorecard and a Diagnosis Report Template
• Forecast attrition with a four-factor risk scoring model, an expected attrition calculation and a Risk Forecast Model file
• Report to the board with a Turnover Cost Calculator, a People Review Board Deck Template and a deck source audit prompt
• Use 58 ready AI prompts for Claude: data standardization, anomaly detection, pay gap analysis, risk zoning, board charts
• Run correlation and multiple regression in Excel on an employee survey results workbook and find the key drivers
• Set up Claude Projects and Skills for recruiting, onboarding, performance, L&D and compensation reporting
• Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon

Requirements

• HR experience is helpful; no statistics or programming background required
• Basic Excel or Google Sheets skills: filters, pivot tables and simple formulas
• A Claude account: the free plan covers most prompts, and Projects and Skills need a paid plan
• Nothing else to buy for the course itself: 56 tool files, including a practice dataset, and the presentations are attached to the lectures

Description

This course contains the use of artificial intelligence.

399 tools for HR analytics with Claude and Excel in one course: 284 ready-to-use procedures, AI prompts, templates, checklists, question lists and formulas, 56 downloadable tool files, 50 models and methods, and 9 services and apps shown on screen.

Open a lecture, copy the prompt or download the file, try it on the practice dataset and then on your own.

Why HR numbers are not trusted

The CEO asks how many employees the company has. Finance says one number, HR another, operations a third, and all of them are right, because each has its own export. Turnover is reported as one figure for the whole company. A question from the board takes a week, and the answer arrives after the decision. The data exists. What is missing is a clean dataset, a routine for looking at it and a way to bring the result to leaders.

What changes after this course

You have one clean dataset and a metrics dictionary. An agent gives you a snapshot of the company in an hour: headcount, attrition, hiring. You cut turnover by segments and find where it hurts. You score the risk of leaving and can defend the forecast. You bring the board a short deck with the cost of turnover and a 90-day plan. And every number in it can be traced to the source.

What is inside: 399 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 284 ready-to-use tools inside the presentations:
• 60 step-by-step procedures and workflows: HR dataset preparation, people analytics snapshot, Predictor Agent setup, board deck assembly
• 58 ready AI prompts: HR data quality audit prompt, HR anomaly detection prompt, pay gap analysis prompt, turnover cost calculation prompt
• 49 templates and sample documents: HR master dataset schema, executive people analytics summary template, employee turnover report outline, People Review board report structure
• 35 checklists: golden HR dataset readiness, risk scoring validation, board deck readiness, survey scope
• 34 question lists and scripts: company portrait discovery questions, HR dataset sanity-check questions, exit interview questions, 90-day onboarding questionnaire
• 19 formulas and metric sets: expected attrition calculation, turnover cost calculation, employee lifetime value calculation, annualized turnover calculation
• 19 scorecards, rubrics and matrices: four-factor attrition risk scoring model, manager anomaly scorecard, salary review matrix
• 10 other working tools: people report, calibration preparation, manager notes translator, chat-project-skill decision tree
• 56 downloadable tool files: TechFlow Master Dataset, HR Data Quality Audit Scorecard, People Snapshot Dashboard, Detective System Prompt, Risk Forecast Model, Turnover Cost Calculator, People Review Board Deck Template, employee survey results workbook and others
• 50 models and methods explained with examples: HR analytics maturity model, correlation analysis, multiple regression, cross-tabulation, employee segmentation, retrieval-augmented generation
• 9 services and apps shown on screen, from a quick look to a detailed demo: Claude, Microsoft Excel, Microsoft PowerPoint, Google Sheets, Google Forms, n8n and others

Where the tools are

• AI people analytics core (5 sections, 99 tools). Data preparation, dashboards, turnover and pay gap diagnosis, attrition forecasting, reporting for the CEO and the board. 17 tool files are here, including the practice dataset.
• HR metrics and people analytics (64 tools). Recruiting, onboarding, engagement, rewards, performance and turnover metrics.
• Advanced HR analytics and forecasting (96 tools). Segmentation, lifetime value, lifecycle surveys, correlation and regression in Excel.
• AI people analytics agents (88 tools). The five steps of the core, lecture by lecture, with the full set of prompts and procedures.
• Prompt engineering for HR analytics (61 tools). 13 tool files are here.
• Claude Projects and AI Skills for HR KPI reporting (111 tools). 25 tool files are here.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

I have lived the data problem. At Wargaming there were about 15 offices with different record systems, and the CEO never had a clear picture of how many people really worked in the company: every report was a month old. The company decided to bring one HR system to all offices, so that the list of employees and the structure became one source of truth. I also learned to test beliefs with data. About 5 percent of our 2,000 employees had relocated, and people assumed they were overpaid, less loyal and left more often. I split the company into two segments and compared turnover and pay on similar positions. None of the three assumptions was confirmed.

How to use the course

Start with the core lectures in order: prepare, explore, diagnose, forecast, report. Each gives you files and prompts to run on the practice dataset. Then open what you need next: metrics by HR function, advanced statistics in Excel, prompt engineering or Claude Projects. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 39 lectures across 10 sections, 19 hours
• 111 downloadable resources: 56 tool files and the lecture presentations
• 399 tools across the lessons, ready to copy into your own work
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Open the first lecture, download the TechFlow Master Dataset and the HR Data Quality Audit Scorecard, and run the HR data quality audit prompt on the dataset. Enrol now and start your first lesson today.

Author(s): PapaHR ★ 170K students: Human Resources, HR Management, SHRM, AI Analytics, Recruitment, Payroll, Certification, CIPD, Claude