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From data to decision
Every module ends with direct actionable steps the student can take back to their organization immediately. This is not a statistics course: it is a decision course.
Diploma in People Analytics
Decisions about people can also rest on evidence
The program examines the strategic application of data analysis to talent management, so organizations can move from instinct-based decisions to evidence-based strategy. It is taught through data storytelling and organizational psychology.
No prior experience in programming or data science is required.
Diploma from a U.S. university
Practical focus on producing actionable steps
Final project applied to the student's own company
Professional network
The program
People Analytics
Participants learn to interpret metrics, identify behavioral predictors and produce direct actionable steps for the business, addressing organizational friction, talent retention and job crafting. The course closes with a deep dive into Organizational Network Analysis (ONA).
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Data storytelling
A metric nobody understands changes nothing. The program is taught through data narrative, turning numbers into arguments a leadership committee can approve.
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Organizational psychology
Friction, burnout, motivation and perceived fairness are treated as measurable variables, not as hallway intuitions.
Syllabus
Four weeks, four stages
From the fundamentals of talent analytics to Organizational Network Analysis, with a final project applied to the student's own organization.
01Week 1
People Analytics fundamentals and data storytelling
How traditional HR metrics evolved into People Analytics, and how to align talent metrics with business objectives.
From traditional metrics to People AnalyticsAligning talent metrics with business objectivesData storytelling: narratives with impactEthics, privacy and employee data governance
02Week 2
Predictive behavior models and talent retention
The move from instinct to inferential statistics, to anticipate talent loss instead of explaining it afterwards.
From instinct to inferential statisticsOrganizational friction, burnout and leadership in attrition riskTurnover predictors and reading correlationsEarly, measurable intervention levers
03Week 3
Employee experience, performance and job crafting
How to measure what is usually assumed: motivation, perceived fairness and the real cost of effort nobody sees.
Measuring motivation and perceived fairnessJob crafting: the employee reshapes their own roleThe cost of “invisible effort” in productivityAction plans from pulse and climate surveys
04Week 4
Organizational Network Analysis (ONA) and final project
The org chart says who is in charge; the network says who holds the operation together. Closes with a hands-on workshop and the final project presentation.
ONA fundamentals: nodes, ties, centralityHidden influencers and bottlenecksONA for cross-department collaboration and agilityHands-on workshop and final project presentation
Upon graduating
Upon graduating
- Master People Analytics and data storytelling to turn data into leadership decisions.
- Measure organizational friction and burnout to anticipate talent loss.
- Design job crafting strategies with performance and satisfaction metrics.
- Map internal collaboration through Organizational Network Analysis (ONA).
- Produce direct actionable steps the organization can apply immediately.
- Present a final project built on real data from your own company.
The Graduate Program in Strategic Marketing is a parallel specialization, not a step on this path. It goes deeper into marketing without counting credits toward the MBA.
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Phone+503 2250-3050
CampusMillennium Plaza, 2nd floor, suite 219
Paseo General Escalón 3675, San Salvador
Paseo General Escalón 3675, San Salvador
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