People analytics continues to be seen as an emerging area of HR and people management, even though it has been around for over 20 years. However, the CIPD report People Analytics: Driving business performance with people data highlighted that globally skills and confidence in conducting even basic levels of analytics is low. HR practitioners therefore need support if they’re to make the most of people data.

The CIPD is investing in building practitioner capability as part of its drive to improve the use of people data in decision-making in organisations. Data is one of four types of evidence recognised in evidence-based practice (the others being professional judgement, the views of stakeholders, and scientific insights). 

People analytics also forms part of the CIPD’s agenda to improve transparency on workforce practices, and encourage firms to report on how they manage and develop the value of their human capital. This stems from a need to see more evidence reported by firms to meet the changing needs of regulators, investors and future employees.

It is important to note that 'people data' in many instances will contain personal information that is protected by law. Practitioners should ensure that any processing of personal data is done in accordance with the legal requirements applicable in their jurisdiction. 

For more information, refer to the CIPD's topic page on data protection.



What is people analytics?

How is HR using people analytics?

Finding focus

Executing analysis

Building capability


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