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Today, HR systems equipped with advanced data analytics capabilities enable businesses to make informed, data-driven decisions that enhance workforce efficiency and productivity. One of the most powerful applications of HR analytics in workforce planning is predicting future talent needs.
Turnover Takedown: How Analytics Can Save Your Team Employee turnover can feel like the silent alarm that no one hears until its too late. Although turnover may seem inevitable, modern organizations are discovering that data-driven team management can help them retain top talent more effectively.
Analytics Unleashed: Practical Applications in HR Analytics can be an intimidating word for many HR professionals, often conjuring images of endless spreadsheets, eye-watering pivot tables, and a level of technical complexity reserved for data scientists alone. Picture your HR data scattered like puzzle pieces across multiple tables.
Monitoring employee engagement: Metrics such as engagement survey scores or turnover rates signal morale and satisfaction, which impact retention and organizational performance. The insights from these surveys can help reduce employee turnover. Unsurprisingly, dissatisfaction is a common reason for employee turnover.
HR analytics empower organizations to use employee data to make better working decisions and improve performance in areas such as attracting top talent, accurately forecasting future staffing needs, and improving employee satisfaction. Better understand attrition and identify high-value employees, reducing turnover.
In 2025, peopleanalytics has emerged as a transformative force, enabling HR professionals to gain deeper insights into employee behaviour, engagement, and performance. This blog explores the growing significance of peopleanalytics, its benefits, and how organisations can leverage it to foster strategic HR initiatives.
HR analytics helps HR professionals and their organizations to improve decision-making through data. There are 4 types of HR analytics methods that HR professionals can use, namely, descriptive, diagnostic, predictive, and prescriptive analytics. Contents What is human resources analytics? Descriptive analytics 2.
People data is business data, according to reporting from Deloitte. This philosophy has elevated peopleanalytics to an organizational imperative for many companies. One organization that has adopted a tech-driven peopleanalytics approach is Gore Mutual Insurance, an Ontario-based firm with more than 600 employees.
HR analytics allows HR professionals to make informed decisions and create strategies that will benefit employees and support organizational goals. In this article, we will explain what HR analytics is, its benefits, as well as how to get started and grow in your HR analytics capabilities. Contents What is HR analytics?
According to Deloittes Human Capital Trends report, 71% of companies see peopleanalytics as a high priority, but only 9% believe they have a good understanding of which talent dimension drives performance in their companies. Understanding these capabilities enables HR leaders to fully utilize analytical talent.
It is time that HR analytics starts to show the value it delivers to the business. This is hard to do as peopleanalytics is still an emerging field. For this article, I have collected 15 of the best HR analytics case studies I’ve come across in the past two years. 15 HR Analytics Case Studies.
That’s one of the reasons why I decided to pursue the Society for Human Resource Management (SHRM) PeopleAnalytics Specialty Credential (aka the PASC). If you’re not aware, the program to earn the PASC has three parts: 1) complete SHRM’s PeopleAnalytics Seminar, which is available in-person and virtually.
Yet, despite todays wealth of HR data insights, many organizations continue to struggle with fragmented systems, incomplete profiles, and scattered analytics. Along the way, well also examine how eliminating silos paves the way for data-driven DEI strategies and unlocks the business value of analytics.
Just hearing the word “turnover” can strike panic into the heart of even the most experienced HR professional right now. ??. With all the resignations, reshuffling, and high-speed hiring you’re probably experiencing, it can be hard to come up with an effective employee retention strategy. Turnover isn’t always bad.
The term “analytics” gets tossed around carelessly these days. Like tech companies talking about “artificial intelligence” or job applicants’ not-so-clever use of “proficient in Microsoft Word,” people can use the term “analytics” to mean just about anything. What is included in HR Analytics and Reporting?
As a solution to shorten this process, HR adopts advanced peopleanalytics combined with insights from employee monitoring systems. What Is Advanced PeopleAnalytics? What Are Key Benefits of Advanced PeopleAnalytics? Advanced peopleanalytics is a solution to many issues in the workforce management.
Through peopleanalytics , organizations can spot emerging workforce trends, make precise interventions to boost engagement and retention, and ensure that talent strategies fully align with business objectives. These elements create the why behind your people strategy.
Navigating DEI Rollbacks: How PeopleAnalytics Can Sustain Inclusive Workplaces The current socio-political landscape is a tough one for companies to navigate. Discover what you need to know about using peopleanalytics to maintain momentum in your DEI efforts in the midst of global uncertainty.
Workforce analytics is no longer a nice-to-haveits essential for strategic HR decision-making. In 2025, the best workforce analytics software goes far beyond basic reports, offering predictive insights, AI-driven recommendations, and seamless integrations with existing HR tech stacks. What is Workforce Analytics Software?
Unlocking HR potential: Peopleanalytics that drive ROI Strategic HR and peopleanalytics have become buzzworthy topics for good reason. This complexity can make executives uneasy about using HR analytics in decision-making, which in turn makes it harder to gain leadership buy-in for strategic HR initiatives.
Workforce analytics Your employee data can offer valuable insights into workplace practices and employee satisfaction. Hiring more strategically: Engaging in better workforce planning and leveraging your peopleanalytics properly will help you hire more strategically. Talent acquisition Talent acquisition is part of HCM.
One approach to make for better data gathering and problem solving would be to use analytics. Here’s an overview of the four analytics levels and how they could be applied to address a challenge many organizations face: employee turnover. DESCRIPTIVE analytics is focused on what’s happened. It’s just an example.).
As I discuss in this week’s podcast , PeopleAnalytics has grown up. Historically this domain was defined by engagement surveys, retention and turnover studies, and industrial and organizational psychologists. And I like to think of it as “Systemic People.
Workforce analysis takes a broader approach than peopleanalytics by using both employee and ROI data to make informed recruitment, retention, and employee management decisions. However, upskilling in peopleanalytics will help you gain the necessary understanding of core statistical concepts and analyses.
For example, if you notice an uptick in turnover, you can break down the data by department. For example, if you notice an uptick in turnover, you can break down the data by department. If you find that most of the turnover can be attributed to a single department, it can be much easier to uncover and fix the problem.
PeopleAnalytics is maturing fast. 2017 in particular was a stellar year if the published cases, presentations at various peopleanalytics conferences and interest from the wider HR community is anything to go by. The second area uses people data to answer questions such as “How to we sell more widgets?,”
If you’re serious about making a difference in turnover and retaining great people, this is your resource! How to Retain Employees: Make Leadership a Top Priority Have you ever heard the saying people don’t quit their jobs; they quit their bosses? Invest in PeopleAnalytics We all know people are different.
Hiring, vacancies and turnover are critical measures on both the state of the economy and the health of the organization. Some turnover is healthy for organizations, but the danger in such record-setting times is passing a critical threshold of talent loss. For many organizations, voluntary turnover costs millions of dollars.
Organizations that neglect to apply relevant and targeted frontline engagement strategies risk higher turnover, reduced productivity, and lower customer satisfaction. Companies always think, “My problem is I don’t get enough people into my company.” Engagement in the frontline cannot be an afterthought.
Human + AI: The New Frontier of PeopleAnalytics and Workforce Intelligence There appears to be an unending chatter in the world of human resources about how artificial intelligence is making the job more efficient, eliminating mundane tasks, and lightening the administrative load.
An HR analytics certification will help learn the skills you need to progress in your career and add essential strategic value to your team. This instructor-led course offers a 360-view of essential HR analytics, strategic talent analytics, and applied predictive analytics in HR.
At the crossroads of the workforce and the business is where HR can have its greatest impact; this is where in-depth knowledge of people dynamics is invaluable in making talent decisions that directly affect the top and bottom line. Here are five ways analytics helps solve the retail industry’s most pressing workforce challenges: 1.
That’s where HR analytics tools come in. These HR tools transform raw data into actionable insights, helping organizations improve hiring, retention, and overall workforce management. In this blog I have covered Human resource analytics tools, their importance, features, pros and cons, and how they can help your organization.
Analytics is the new buzzword in talent management, but that doesn't mean it's the new reality. While three in four companies believe using peopleanalytics is important, only 8 percent think their organization is “strong" in the area—with no improvement since 2014.
In a post-COVID employee landscape where the accounting industry was seeing high turnover rates across the board, this uncertainty contributed to concern about how to retain the firms top talent. Turnover decreased significantly , from 15% to under 5% , with the right people staying and disengaged employees naturally exiting.
The shift however, is now upon using peopleanalytics to measure and gain isight into what truly matters and, how to move it. What is PeopleAnalytics? Think of peopleanalytics as “evidence-based decision making”. That right there is decision making driven by data analytics.
According to Google Trends, the search term “peopleanalytics” was almost nonexistent until about 2008. It means that peopleanalytics has become part of the conversation for many businesses. Based on Deloitte research, “77% of all organizations believe peopleanalytics is important.” What does that mean?
Peopleanalytics enables organisations to make strategic decisions that positively impact employees, and thereby boost efficiency. According to a recent survey, only 22% of HR professionals believe their organisation is effectively using peopleanalytics. A continuous focus on their growth strengthens employee retention.
For example, deciding to establish a culture that values continuous learning can lead to higher employee engagement and retention. For instance, implementing data analytics in recruitment can help identify the best candidates, but it requires careful consideration to avoid biases and ensure fairness. Start with key metrics (e.g.,
That's where workforce analytics software comes in. Workforce analytics software compiles all of your data in a central location, where you can evaluate and compare a variety of metrics. In this article, we're covering the benefits of workforce analytics and some of the most powerful software options you can choose from.
As the latest Job Openings and Labor Turnover Survey shows, there continue to be more job openings than hires. This is where talent acquisition analytics comes in. Talent acquisition’s success lies in analytics. Our peopleanalytics team consists of two people and they’re using Visier every day to look at the data.
Today’s best HR strategy leans on people tech to take the focus off the paperwork and put the emphasis on improving culture, employee engagement and retention, and the business’s bottom line. But what tech can you use to support your business’s HR functions and free up the time you need to put your energy into your people?
Leveraging Business Metrics to Drive Executive Buy-In for PeopleAnalyticsPeopleanalytics has become a non-negotiable part of your human resources strategy. Companies are investing more than ever in HR technology, with a specific focus on analytics, to drive better decision-making and improve overall performance.
Key themes include: Meaningful Employee Experiences, Talent Analytics, How to Future-Proof Your Workforce, Advancing the D&I Agenda, and Performance Management for teams and agile environments. January 30 & 31 | Zürich | HR Analytics, Metrics, and Measurement. This year’s theme is People Data for Good.
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