This course contains the use of artificial intelligence.

Most companies have metrics and make decisions without them. The dashboard exists, the report goes out on Monday, the figures update on schedule, and nothing changes. Here are 377 tools to change that: 250 ready-to-use procedures, templates, question lists, AI prompts, checklists and formulas, 86 models and methods, 16 services shown on screen and 25 working files.

Open a lecture, take the tool, attach a decision to one number you report.

Why metrics become a ritual

Nobody agreed in advance what a given number would make you do. A metric without a decision becomes a ritual: people look at it, discuss it briefly and carry on as before. Worse, it crowds out attention: a weekly review spent on twenty numbers that change nothing is not spent on the one that would.

What changes after this course

Each metric has an owner, a definition and a decision. The data is clean, dashboards and reports build themselves, anomalies are diagnosed and forecasts can be explained. Scorecards replace gut decisions, and goals, check-ins and pay connect to the numbers.

What is inside: 377 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.

• 63 downloadable resources: the lecture presentations plus 25 working files, including the Everyday Number Check Workbook, the operations dashboard builder, the data quality audit, a practice dataset, the risk forecast model and a 90-day implementation roadmap
• 250 ready-to-use tools inside the presentations:
• 47 step-by-step procedures and workflows: process mapping, metric audit, operations dashboard building, theory of constraints
• 46 templates and sample documents: metric ownership specification, automation ROI formula, operations technology roadmap, operations value report
• 45 question lists and scripts: bottleneck diagnosis, operations status, monthly operations review, HR dataset sanity checks
• 40 ready AI prompts: process change analysis, operations dashboard design, workflow automation ROI, HR anomaly detection
• 33 checklists: process prioritization, bad metric removal, operations dashboard, automation readiness
• 19 formulas and metric sets: operations process metrics, operations performance metrics, annualized turnover calculation, onboarding economic benefits calculation
• 17 scorecards, rubrics and matrices: impact versus effort matrix, RACI matrix, RAG status reporting, operations platform selection matrix
• 3 other working tools: weekly operations rhythm, stabilize or redesign decision tree, goal achievement competency rubric
• 86 models and methods explained with examples: value stream analysis, Kingman's queueing formula, TIMWOODS waste analysis, linear regression
• 16 services shown on screen, including Jira, Lattice, Perdoo, 15Five and Claude

Where the tools are

• Operational metrics and rhythms (3 sections, 91 tools). Owners, inputs, outputs, outcomes, waste, operating rhythms, tools and business value.
• The KPI catalogue and analytics (2 sections, 65 tools). Reading metrics correctly and cost, performance, development and retention analytics.
• Data, risk forecasts and board reports (2 sections, 91 tools). Cleaning data, the metrics dataset, explainable forecasts and board-ready analytics.
• Scorecards and anchored scales (1 section, 23 tools). Replacing gut decisions.
• Metrics into goals (3 sections, 56 tools). OKR, check-ins, reviews, automation and links to pay and development.
• People analytics and prediction (3 sections, 71 tools). Data-driven hiring, performance, data-first culture and machine learning.

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 am also a founder and lead the strategy of my own academy.

At Wargaming I asked our HR analyst where her monthly report went. It was sent to the top management, about 10 to 15 people, and nobody ever replied. It was a good analysis, a month of work, and nobody read it; when a real problem with employee loyalty appeared, nobody remembered the numbers were already there. At the STB TV channel all people data sat in one accounting system, and I learned how much can be calculated from it once someone asks the right question.

How to use the course

Start with the Everyday Number Check Workbook and the operational metrics sections, then go to data, forecasts, scorecards or goals as you need them. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 40 lectures across 15 sections, 17.5 hours
• 63 downloadable resources: lecture presentations and 25 working files
• 377 tools across the lessons, including 16 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take one number from your weekly report and write the decision it should trigger if it goes up or down. Enrol now and start your first lesson today.