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SQL Human Resources
Use SQL to analyze employee records, recruiting, compensation, attendance, turnover and workforce performance.
3 course parts · 3 capstone projects · realistic HR database · AI Tutor · Certificate issued by CiAI.
Original price was: USD$50.00.USD$15.99Current price is: USD$15.99. /month
Self-paced online · Designed for learners who have completed SQL Basics and SQL Beginner, or have equivalent foundational SQL skills.
Self-paced access
Hands-on SQL practice
Analyze Real HR Data
Work with employee, department, job, salary, performance, attendance, training and applicant data.
Measure Workforce & Compensation
Analyze headcount, salary history, overtime, turnover, tenure and compensation patterns.
Build Management-Level HR Reports
Use GROUP BY, HAVING, self-joins and window functions for workforce and organizational reporting.
3 Applied Capstone Projects
Complete one HR analytics capstone after each course part.
Use SQL to Turn HR Records into Workforce Insight
Human Resources data is spread across employee records, jobs, departments, salary history, performance reviews, attendance, training and recruiting systems. This course teaches learners how to connect those records with SQL and answer practical workforce questions used in HR operations and people analytics.
Why take SQL Human Resources after SQL Basics and SQL Beginner?
SQL Basics and SQL Beginner teach you how to retrieve, filter, group and combine data. SQL Human Resources applies those skills to real HR questions: Who are our active employees? Which applicants are in the interview stage? How has compensation changed? Which departments have the highest turnover? How long have employees been with the organization? Who reports to whom?
employeesstatus · hire date · manager
jobs & departmentsroles · pay grades · structure
salary & performancehistory · reviews · ratings
attendance & recruitingabsence · training · applicants
What you will learn
- Retrieve and filter employee records for HR reporting
- Search applicants by recruiting stage
- Join employees to departments and jobs
- Extract new-hire, active-employee and terminated-employee cohorts
- Analyze salary history and compensation changes
- Review attendance, absence and overtime patterns
- Calculate turnover and departmental terminations
- Build headcount and average-salary summaries
- Use HAVING to filter grouped HR metrics
- Calculate tenure and hiring trends with date functions
- Map manager relationships with self-joins
- Rank employees within departments using window functions
Who this course is for
- Human Resources professionals and HR administrators
- People analytics and workforce planning learners
- Recruiting and talent acquisition professionals
- Compensation, payroll and benefits professionals
- Managers who work with HR reporting and workforce metrics
- Non-technical professionals moving into people analytics
SQL Human Resources Curriculum: 3 Applied Parts
The course progresses from core HR querying, to compensation and workforce analysis, and then to management-level HR reporting and organizational analytics.
Build practical HR query skills using employee, department, job and applicant records.
- Retrieving employee records
- Filtering by job title, department and employment status
- Searching applicants by recruiting stage
- Joining employees → departments → jobs
- Extracting new-hire cohorts
- Active and terminated employee cohorts
- Capstone 1: Workforce & Recruiting Report
Use salary, attendance and employee data to analyze compensation history, workforce utilization and employee exits.
- Joining employees → salaries
- Current vs. historical salary
- Salary changes and compensation analysis
- Attendance and absence reporting
- Overtime analysis
- Turnover reporting and departmental terminations
- Capstone 2: Compensation & Workforce Risk Audit
Move from employee-level records into strategic HR summaries, time-based reporting and organizational analysis.
- Headcount and average salary with GROUP BY
- Filtering grouped results with HAVING
- Time-based HR reporting
- Tenure and hiring trends
- Manager reporting with self-joins
- Ranking employees within departments with window functions
- Capstone 3: Executive Workforce Analytics Dashboard
See the HR Analytics Workflow End to End
1. Understand the WorkforceEmployees, jobs, departments, applicants and workforce cohorts.
→
2. Measure Workforce OutcomesCompensation, attendance, overtime, turnover and retention signals.
→
3. Support HR DecisionsHeadcount, tenure, manager structure, team size and workforce reporting.
Part 3 · Workforce Reporting
Example: Calculate headcount by department
HR teams regularly summarize employee records into management-level workforce metrics. GROUP BY converts employee-level data into department-level reporting.
SELECT
d.department_name,
COUNT(*) AS headcount
FROM employees e
JOIN departments d
ON e.department_id = d.department_id
GROUP BY d.department_name;
-- Produces a management-level headcount summary by department.
The course then expands from headcount into salary summaries, tenure, turnover, manager structures and ranked workforce comparisons.
3 Hands-On SQL Human Resources Capstone Projects
The course includes exactly 3 capstone projects — one after each part — so learners apply SQL to workforce, compensation and organizational reporting problems.
Capstone 1
Workforce & Recruiting Report
Build an HR report that combines employee, job, department and applicant data to summarize active employees, new hires, terminated employees and recruiting stages.
Skills: filtering, joins, applicant stages, workforce cohorts.
Capstone 2
Compensation & Workforce Risk Audit
Analyze salary history, current compensation, overtime, absence patterns and turnover to identify workforce and compensation risks.
Skills: salary joins, aggregation, attendance, turnover logic.
Capstone 3
Executive Workforce Analytics Dashboard
Create an executive SQL summary covering headcount, average salary, tenure, hiring trends, team size, manager relationships and ranked employee metrics.
Skills: GROUP BY, HAVING, dates, self-joins, window functions.
Recommended SQL Learning Path After This Course
Assuming you have completed SQL Basics and SQL Beginner, the following courses are recommended after SQL Human Resources to deepen your SQL skills and broaden your analytics capability.
Next 1
SQL Intermediate
Build stronger query logic with subqueries, CTEs, advanced filtering and data cleaning.
Explore SQL Intermediate →Next 2
SQL Advance
Move into performance, advanced set logic, window functions, recursive CTEs and BI reporting.
Explore SQL Advance →Next 3
SQL AI-Assisted
Learn to generate, inspect, debug and verify SQL with AI while keeping human judgment in control.
Explore SQL AI-Assisted →Next 4
SQL Data Analytics
Broaden into BI, data engineering and machine-learning preparation using applied analytical SQL.
Explore SQL Data Analytics →Course Details
Format100% self-paced, online
LevelPost-beginner / applied HR SQL
Structure3 course parts
HR tablesemployees, departments, jobs, salaries, performance_reviews, attendance, training_records, applicants
PracticeHands-on SQL using realistic HR data
AI TutorIncluded — HR-specific SQL guidance
Capstone Projects3 — one after each course part
CertificateIssued by the Canadian Institute of Artificial Intelligence (CiAI)
Recommended preparationSQL Basics + SQL Beginner
Frequently Asked Questions
The course is designed for HR professionals, people analytics and workforce planning learners, recruiters, compensation professionals, HR administrators and analysts who want practical HR-domain SQL experience.
The SQL Human Resources course includes exactly 3 capstone projects: 1) Workforce & Recruiting Report, 2) Compensation & Workforce Risk Audit, and 3) Executive Workforce Analytics Dashboard.
The certificate of completion is issued by the Canadian Institute of Artificial Intelligence (CiAI).
The course uses employees, departments, jobs, salaries, performance_reviews, attendance, training_records and applicants. These tables reflect common HRIS, ATS and payroll structures.
Part 1 covers employee retrieval, filtering by job, department and status, applicant-stage analysis, joins across employees/departments/jobs and HR cohorts such as new hires, active employees and terminated employees.
Part 2 covers salary history, current compensation, salary changes, attendance, overtime, absence reporting and turnover analysis.
Part 3 covers GROUP BY, HAVING, time-based HR reporting, tenure, hiring trends, manager self-joins and employee ranking with window functions.
Yes. Learners work with applicant records and recruiting stages such as screening, interview, offer and hire.
Yes. Learners join employees to salary records to analyze historical and current salary, salary changes and compensation patterns.
Yes. Learners calculate terminations, turnover rates, years of service and hiring or termination trends using HR date fields.
Assuming you completed SQL Basics and SQL Beginner, recommended next courses are SQL Intermediate, SQL Advance, SQL AI-Assisted and SQL Data Analytics.
For current subscription, cancellation, and refund information, visit the DataSoSi FAQ page or Contact Us.
Meet the Creator of the Course
Learn from an educator and machine learning engineer working across analytics, AI, data science and applied business problems.
Dr. Mark Lokanan
Professor · Senior Machine Learning Engineer · Data Scientist · AI Specialist
Dr. Mark Lokanan is a professor at Royal Roads University and a Senior Machine Learning Engineer at Vedia. His work spans data science, machine learning, artificial intelligence, analytics, financial crime, and applied research. Drawing on both academic and industry experience, he designed SQL Human Resources Analytics to help learners apply SQL to workforce data, recruiting, compensation, attendance, turnover, organizational structure and people analytics.
SQL Human Resources Course Assistant
Ask me about the 3 course parts, 3 capstone projects, employee records, recruiting, HR joins, salary history, compensation, attendance, overtime, turnover, tenure, GROUP BY, HAVING, manager self-joins, window functions, the CiAI certificate, or recommended next courses.