Knowing how to use people data to make sound business decisions is a core knowledge of a CIPD-accredited people professional. Data is one of four types of evidence that people professionals need to be comfortable with using, and is part of the evidence-based practice core knowledge in the CIPD Profession Map.

This guide defines what we mean by ‘people analytics’, advises on how you can find focus and how best to approach an investigation. It also looks at how to build a people analytics strategy.

Please note, '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. If in doubt, CIPD members can contact the Employment Law Helpline or consult your legal adviser.



What is people analytics?

How to find focus

How to approach an investigation

Below is an example of how to begin an investigation, applied (for illustrative purposes) to a workforce issue that all organisations will face – employee turnover. This example demonstrates the mindset as well as the skills required to execute value-add people analytics.

How to build a people analytics strategy


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