Data Literacy for HR & People Teams
HR and people teams read attrition, absence and engagement data precisely, apply survey literacy to engagement and exit surveys, compare departments fairly and use people data responsibly. In 45 minutes and four assessed units, for anyone who works with people data day to day rather than building the dashboards.
- Easy-to-follow course
- 4 quizzes at 80% in every course
- Narration and captions on every screen
- Written and fact-checked in 2026
Watch the introduction, then see the interactions your learners will use.
One licence for your LMS, 12 months, for the learners you buy for, delivered as one SCORM package. Priced per learner, with volume discounts.
What your team will learn
Upon course completion, employees will gain a full and clear understanding of:
- How to define and calculate the core people metrics precisely, and spot the traps that make them easy to misread
- How to read an engagement or exit survey report sceptically, understanding response bias and anonymity thresholds specific to people data
- How to compare attrition, absence and engagement fairly across different departments, sites or functions
- How to apply an evidence-based approach to a people policy or initiative, and question a people-data claim of cause and effect
- How to handle protected-characteristic and health-related people data with the extra care it demands
- How to use people data responsibly in high-stakes decisions, and be transparent with employees about what is collected and why
Who it is for
Written for hr. No technical background is needed, and nothing in it assumes a previous course.
This course from Blocknorth teaches HR and people teams to read attrition, absence and engagement data precisely, apply survey literacy to engagement and exit surveys, and compare departments fairly. Built for anyone working with people data day to day, not for building the reports or dashboards themselves.
Course contents
4 units. Each ends with a 10-question quiz; 8 correct unlocks the next unit.
People Metrics and Their Traps
- The core people metrics, attrition and turnover, absence, engagement and time-to-hire, defined precisely
- The definitional traps built into each one, starting with voluntary versus involuntary attrition
- Why small headcounts and seasonal hiring patterns make these numbers unusually easy to misread
- Benchmarking your own figures against a genuine sector norm, not an arbitrary internal target
Survey Literacy for People Data
- Who tends to respond to an engagement or exit survey, and who tends not to
- Why exit survey responses can be especially unrepresentative of everyone who actually left
- What counts as a large enough sample at company level, and at team level
- Anonymity thresholds, the real convention behind why some breakdowns are withheld, and why that is right
Fair Comparisons Across Teams and Evidence-Based HR
- Why comparing whole departments, sites or functions fairly is an HR-analytics problem in its own right
- The structural baseline trap: comparing a naturally high-turnover function against a naturally low-turnover one unfairly
- Adjusting for role type, tenure mix and sector norms before comparing teams at all
- Treating a people policy or initiative as a decision worth properly evaluating
Using People Data Responsibly
- Why protected-characteristic and health-related data need a further layer of care beyond general anonymisation
- Using people data fairly and lawfully in recruitment, promotion and restructuring decisions
- How a dataset built from past decisions can quietly repeat past unfairness
- Being transparent with employees about what people data is collected, and why
Details
| Length | About 45 minutes, self-paced, resumes where the learner left off |
|---|---|
| Format | SCORM 1.2 package. Runs in any conformant LMS (Moodle, Cornerstone, Docebo, SAP SuccessFactors, TalentLMS and others) |
| Assessment | 4 unit quizzes, 10 questions each, 80% to pass. Score and completion reported to your LMS |
| Accessibility | Optional narration and captions on every screen, keyboard navigation, responsive on PC and tablet |
| Language | UK English |
| Publisher | Blocknorth |
| Written and fact-checked | In 2026, reviewed each quarter |
What a licence includes
One licence for your LMS, 12 months, for the learners you buy for, delivered as one SCORM package. Priced per learner, with volume discounts.
See pricing →Questions buyers ask
Will it run in our LMS?
Yes, if your LMS supports SCORM 1.2, which almost every LMS does. You upload one zip file, assign it, and completions and scores report back automatically. We confirm compatibility for your platform before you buy, and the free sample package lets you test it in place.
Can we try it before we buy?
Yes. Ask for the free sample package and you will have Unit 1 of a foundation course as a real SCORM 1.2 file, so you can check it runs in your own LMS. Request it with the form below and you will have it within 1 working day.
What do we receive?
The SCORM package, a one-page quick-start for your LMS administrator, the course listing sheet for your catalogue, and preview images. Updates to the course during your licence are supplied at no charge.
How does a licence work?
You licence the course for the learners you buy for, for 12 months, on your own LMS, and you receive one SCORM package. Pricing is per learner with volume discounts as your numbers grow, and we licence from ten learners upwards.
Where teams go next
Request a quote or the sample package
Tell us the course and roughly how many learners. You will have a quote, or your sample package, within 1 working day.
Prefer email? sales@businesstechnologytraining.com