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. 

Solving business problems with people analytics:
case studies

Insights from case studies on how organisations use people analytics to tackle business challenges

Callout Image

Related content

Data

Data hub

Explore the evidence behind workforce trends

Case study

Enhancing workforce inclusion through data: GHD

A case study on how GHD used in-depth data to build a more diverse and inclusive workforce

CIPD Viewpoint

People analytics

Explore the CIPD’s point of view on people analytics, including recommendations for employers

Factsheet

Workforce reporting

Learn about defining, measuring and reporting human capital, and how HR can use human capital information to drive performance

For Members

Explore our other factsheets

Factsheet

Mediation at work

Learn how mediation can resolve conflict in the workplace

Factsheet

Skills development in the UK workplace

Understand what we mean by skills in the workplace, UK skill levels and the government’s skills policy.

Factsheet

Stress in the workplace

Learn how to identify the signs of stress and address stress at work

For Members
Factsheet

Occupational health

Outlines the kind of occupational health services an organisation might offer and the role of confidentiality and consent in discussing an employee’s health

For Members
Factsheets