People analytics
Using data about people and the business to inform organisation decision-making
Using data about people and the business to inform organisation decision-making
This area is about gathering and using data and information to provide insights into people issues and guide decision-making.
It involves understanding research design, framing of questions, and the quantitative and qualitative techniques which help to address organisational issues or challenges.
Analytical consulting enables the exploration of issues and problems in a methodical way, in order to shape solutions. Approaches will involve knowledge of statistical analysis, interpretation and presentation of data in a meaningful way.
This combination of people intelligence, combined with improved decision-making, should maximise our ability as people professionals to make informed and actionable recommendations.
Data transparency relating to the workforce is critical if data is to be used by line managers in their decision-making [...] Individuals in organisations with strong people analytics cultures also report strong business outcomes. People analytics cultures are also positively related to perceptions of HR strategy, demonstrating their importance in organisations wishing to improve overall outcomes."
Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?
Identifying, attracting and recruiting to get the right people for the organisation
A case study on how GHD used in-depth data to build a more diverse and inclusive workforce
Claire McCartney, Policy and Practice Manager at the CIPD, invites Brigitte Kroon, Associate Professor for Human Resources at Tilburg University, to share her thoughts on the importance of evidence-based human resource management (HRM) practices and solutions which are contextually appropriate
Explore the CIPD’s point of view on people analytics, including recommendations for employers
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