[100% Off] Kpi Dashboard Design: Metrics, Charts And Reporting [En]

kpi | kpi dashboard | data visualization | business intelligence | performance metrics | reporting | excel | charts

Added on August 17, 2026 Business 3 min read

What you’ll learn

• Tell the four types of performance indicator apart
• and stop calling every number a KPI,Find the critical success factors of a business with impact mapping and a structured workshop,Design indicators that survive scrutiny
• and kill the ones that cost more than they return,Choose the right chart for the question
• following Stephen Fews reporting principles,Build a report hierarchy: what staff see daily
• what managers see weekly
• what the board sees,Collect your own data with surveys — design
• scales
• fieldwork
• response rates,Prepare a dataset
• build pivots and run diagnostics with AI instead of manual formulas,Run regression
• forecast with trend lines and design an experiment with a control group,Learn alongside Mikes 1.6 million students from 185 countries,Get the authors experience from Preply
• Wargaming
• iDeals and Alfa-Bank

Requirements

• Access to any spreadsheet tool. Excel or Google Sheets both work,Basic spreadsheet skills: you should know what a pivot table is,No statistics background required — regression is introduced from zero,English at intermediate level or above
• since all lessons are in English,A real set of numbers your organisation already reports
• however messy

Description

This course contains the use of artificial intelligence.

Most companies measure far more than they decide. The monthly dashboard has forty numbers on it, and not one of them tells anyone what to do differently on Monday.

A KPI is not a number you report. It is a number that changes behaviour when it moves.

Why dashboards get ignored

Metrics get chosen because the system already produces them, not because anyone asked what drives the business. Nobody separated the four types of indicator, so everything on the board is called a KPI and nothing carries weight. The chart type was chosen by whatever the software suggested. And the same report goes to the analyst, the manager and the board, which means it is wrong for all three.

Then somebody ties a bonus to one of the numbers, and within a quarter the number improves while the underlying thing gets worse.

The system this course teaches

Thirty-five lessons. First fourteen on the measurement system itself: what separates the four indicator types, how to find the critical success factors with impact mapping and a structured workshop, how to sell a measurement rollout to executives and to staff, how to formulate a metric so two people compute it identically, and how to kill the metrics that cost more than they return.

Then visualisation, following Stephen Few — chart choice, display practice, and a report hierarchy where staff, managers and the board each get something built for them. Plus the measurement myths, including the one about linking KPIs to pay, which is the most expensive mistake in this field.

Data, AI and statistics

Then six lessons on surveys, because the numbers you need are often not in any system: design, scales, fieldwork, response rates, the report, and the action plan afterwards.

Then five lessons of applied practice with AI: cleaning a raw export into a dataset you can trust, building pivots and charts through AI inside the spreadsheet, diagnosing anomalies and cost gaps, building an interpretable risk score and a forecast with no black box, and turning all of it into one board-ready presentation.

And ten on analytics proper — segmentation, lifetime value, journey mapping, funnel analysis, attrition, key driver analysis, multiple regression with R-square and variance, trend forecasting, and experiment design with a control group.

A note on the examples. The material runs on workforce data: headcount, turnover, engagement, payroll. That is where I have run these systems. The apparatus is subject-independent — indicator types, success factors, chart selection, report hierarchy, regression, forecasting, experiment design work the same on revenue, support tickets or manufacturing defects. The KPI lessons are pure Parmenter methodology with no HR content at all.

Who is teaching this

Mike, the number one HR instructor on Udemy. More than 1.6 million course enrolments, over 150,000 professionals trained, PHRi and SHRM-CP certified, HRCI representative in more than 10 countries. I built the people function of the unicorn Preply and worked at Wargaming, Alfa-Bank and iDeals, reporting numbers to boards that had every reason to be sceptical of them.

What is included

• Lifetime access to all course materials

• Active instructor support in the Q&A section

• Udemy Certificate of Completion

• Practical assignments and real business cases

• A section with additional courses, tools and resources

Try this first

Take your current dashboard and, for each number on it, write down what decision changes if that number moves five percent. The ones with a blank next to them are not KPIs. Most dashboards lose half their contents to this test. Enrol now and start the first lesson today.