People analytics is about analysing data about people to solve business problems. You can find people data from HR systems, from other departments like IT, and from external sources such as salary surveys. You can use insights from people data 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 also discuss who is responsible for people analytics as well as the strategy and process for doing people analytics.
Explore our viewpoint on people analytics, along with actions for government 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
The importance of disability worforce reporting created in partnership with the Business Disability Forum
A look at how relational analytics enables better designed HR practices
A look at how storytelling allows HR analysts to craft and sell their stories to different organisational stakeholders, including senior management and people managers
Understand what we mean by skills in the workplace, UK skill levels and the government’s skills policy.
Explores the role people professionals play in applying ethical values to organisational practice
Looks at the main stages of the recruitment and resourcing process, from defining the role to making the appointment