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The 4 best practices of People Analytics

In today’s job market, data-driven decision-making has become the norm, and the field of Human Resources (HR) is no exception. The era of “gut feeling” and intuitive HR decisions is over, being replaced by People Analytics – the use of data analytics to gain valuable insights about employees and HR processes. In this blog, we dive into the world of People Analytics and discover why it is defining the future of HR issues.

 

What is People Analytics?

People analytics, also known as HR analytics or workforce analytics, is the practice of collecting, analyzing and interpreting data related to an organization’s workforce. This includes data on recruitment, turnover, performance, engagement, satisfaction and more. The goal is to gain insights that HR departments can use to make more effective strategic decisions and improve organizational performance.

 

Why is People Analytics important?

People Analytics is an essential tool for modern organizations to strengthen their HR strategies. It provides deep insight into the organization by analyzing the workforce. This insight goes beyond numbers and allows HR teams to predict future trends, such as potential turnover or performance issues. In addition, People Analytics contributes to cost savings by leveraging data to optimize HR processes. It is also indispensable for effective talent recruitment, identifying the best channels and strategies to attract top talent. Finally, performance management improves by providing insight into the factors affecting performance, leading to more effective appraisals and development plans.

 

How does People Analytics work?

People Analytics involves several steps:

  1. Data collection: it starts with collecting relevant HR-related data, such as employee information, performance reviews and absence data.
  2. Data analysis: advanced analytical techniques, such as data mining and predictive modeling, are used to identify patterns and trends in the data.
  3. Generate insights: the data is translated into actionable insights that HR teams can use to make decisions.
  4. Decision-making and action: based on the insights, HR professionals can make strategic decisions and take action to improve the organization.

 

Best practices for People Analytics

  1. Clear goals: define clear objectives and questions you want to answer using People Analytics.
  2. Data integrity: ensure that the data being collected is reliable and current.
  3. Privacy and security: protect employee privacy and ensure strict security measures for sensitive data.
  4. Continuous evaluation: regularly evaluate the effectiveness of People Analytics initiatives and adjust as needed.

In short, People Analytics is not just an HR tool, but a strategic asset for organizations. By using data to make better-informed workforce decisions, companies can optimize performance, retain talent and adapt to a rapidly changing job market. It is the future of HR management.

 

Harness the full potential of People Analytics with Learned’s advanced HR software

Our platform provides powerful tools for collecting, managing and analyzing workforce data, enabling HR teams to gain in-depth insights into their employees’ performance, engagement and needs. By integrating People Analytics into day-to-day HR management, Learned enables organizations to make data-driven decisions and optimize their human resource management, resulting in a more effective and agile organization. With Learned and People Analytics, companies can gain an edge in attracting, developing and retaining top talent.

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