People analytics is about analysing data about people to solve business problems. You can find people data from HR systems, IT systems and other departments' systems. You can also find people data from external sources such as salary surveys. Insights from people data can be used to drive organisational change.
In this factsheet, we explain what people analytics is, why it’s important and how it’s used. We introduce key terms such as correlation, causation, predictive and prescriptive. We discuss who's responsible for people analytics and outline the people analytics strategy and process.
Explore our viewpoint on people analytics and recommendations for employers.
On this page
- What is people analytics?
- What is descriptive, predictive and prescriptive analytics?
- What is quantitative and qualitative data, correlation and causation?
- Who is responsible for people analytics and managing people data?
- What are the aims of people analytics strategy?
- What is a people analytics process?
- Further reading
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Related content
Explore the CIPD’s point of view on people analytics, including recommendations for employers
Learn about defining, measuring and reporting human capital, and how HR can use human capital information to drive performance
Learn the basics and improve your confidence and capability when using data
Learn how to manage, enable and support change management initiatives effectively
Explores what organisation development is and how it's carried out in today’s organisations
Learn how to implement various employee benefits as part of a wider reward strategy
The basics of leadership and how to develop leaders in the workplace