People Analytics also known HR Analytics
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People Analytics, also known as HR Analytics or workforce analytics, refers to the application of data analysis and statistical techniques to human resources data. The goal is to gain actionable insights into various aspects of the workforce, enabling informed decision-making and strategic planning within an organization. Key components of People Analytics include: Data Collection: Gathering relevant data from various HR sources, such as employee records, performance evaluations, recruitment metrics, and employee surveys. Data Analysis: Applying statistical methods and analytical tools to identify patterns, correlations, and trends within the data. This involves using techniques from data science and machine learning to extract meaningful insights. Predictive Analytics: Forecasting future trends or outcomes based on historical data, helping organizations anticipate workforce needs, attrition rates, and other critical factors. Employee Engagement: Measuring and analyzing factors that contribute to employee engagement and satisfaction, allowing organizations to create strategies for a positive workplace culture. Talent Acquisition: Optimizing the recruitment process by analyzing data on successful hires, identifying effective sourcing channels, and predicting candidate success based on historical patterns. Retention Strategies: Identifying factors influencing employee turnover and developing strategies to improve retention, such as addressing specific concerns or enhancing career development opportunities. Performance Management: Using analytics to assess and enhance individual and team performance, aligning goals with organizational objectives. Diversity and Inclusion: Analyzing data to assess diversity within the workforce, identify potential biases, and implement strategies to foster inclusivity. Workforce Planning: Using analytics to project future workforce needs, aligning staffing levels with business objectives and avoiding skills shortages or surpluses. By leveraging People Analytics, organizations can make data-driven decisions, enhance the overall employee experience, and align their human resources strategies with broader business goals. This approach empowers HR professionals and organizational leaders to optimize their workforce, drive productivity, and create a more agile and responsive organization.
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People analytics:
driving business
performance with
people data
in association with
REPORT
June 2018
Global research
Workday is a leading provider of enterprise cloud applications
for finance and human resources. Founded in 2005, Workday
delivers financial management, human capital management,
and analytics applications designed for the world’s largest
companies, educational institutions, and government
agencies. Organizations ranging from medium-sized
businesses to Fortune 50 enterprises have selected Workday.
The CIPD is the professional body for HR and people
development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
development for more than 100 years. It has more than
145,000 members across the world, provides thought
leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
People analytics: driving business performance with people data
1
1
Report
People analytics: driving business
performance with people data
Contents
Foreword from the CIPD 2
Foreword from Workday 3
Introduction 4
People analytics: enabling data-driven insights 5
Purpose of the study: key questions 9
Findings 10
Discussion 35
Recommendations 37
Conclusion 38
References 38
Appendix: Methodology notes 42
Endnotes 47
Acknowledgements
This report was written by Edward Houghton, Senior Research Adviser: Human Capital
and Governance, and Melanie Green, Research Associate, at the CIPD.
We’d like to thank Tasha Rathour, Ian Neale and the team at YouGov for their help in
designing and running the survey instrument, as well as a number of experts for their
insights and guidance, including Andy Charlwood, Max Blumberg, Eugene Burke and
Andrew Marritt.
We’d also like to thank Workday for their ongoing interest in this important agenda.
Without their support, this research would not have been possible.
People analytics: driving business performance with people data
2 Foreword from the CIPD
1 Foreword from the CIPD
Data and technology are at the very forefront of innovation in HR as they are in so many
parts of business today. As many organisations modernise and incorporate data and
technology into their workforce practices, we see many new opportunities emerging to
use people data to better understand who our workforce are, how they work, and what
work means to them. Insights from people data offer the opportunity to change the way
workforce decisions are made in organisations, from those driven by instinct or habit
alone to those which are evidence-based and focused on developing long-term, positive
outcomes. Even the most basic people data itself holds considerable potential value to
organisations when used correctly, as we are seeing through the recent insights from
gender pay gap reporti.Workforce Insight And Change Making Comms V4 Aa
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performance with
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in association with
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June 2018
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Workday is a leading provider of enterprise cloud applications
for finance and human resources. Founded in 2005, Workday
delivers financial management, human capital management,
and analytics applications designed for the world’s largest
companies, educational institutions, and government
agencies. Organizations ranging from medium-sized
businesses to Fortune 50 enterprises have selected Workday.
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development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
development for more than 100 years. It has more than
145,000 members across the world, provides thought
leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
People analytics: driving business performance with people data
1
1
Report
People analytics: driving business
performance with people data
Contents
Foreword from the CIPD 2
Foreword from Workday 3
Introduction 4
People analytics: enabling data-driven insights 5
Purpose of the study: key questions 9
Findings 10
Discussion 35
Recommendations 37
Conclusion 38
References 38
Appendix: Methodology notes 42
Endnotes 47
Acknowledgements
This report was written by Edward Houghton, Senior Research Adviser: Human Capital
and Governance, and Melanie Green, Research Associate, at the CIPD.
We’d like to thank Tasha Rathour, Ian Neale and the team at YouGov for their help in
designing and running the survey instrument, as well as a number of experts for their
insights and guidance, including Andy Charlwood, Max Blumberg, Eugene Burke and
Andrew Marritt.
We’d also like to thank Workday for their ongoing interest in this important agenda.
Without their support, this research would not have been possible.
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technology into their workforce practices, we see many new opportunities emerging to
use people data to better understand who our workforce are, how they work, and what
work means to them. Insights from people data offer the opportunity to change the way
workforce decisions are made in organisations, from those driven by instinct or habit
alone to those which are evidence-based and focused on developing long-term, positive
outcomes. Even the most basic people data itself holds considerable potential value to
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The terms HR Analytics, People Analytics, Workforce Analytics are often used interchangeably.
#HR #HRAnalytics #TypesofHR #Analytics #Sourcing #Workforce #PeopleAnalytics #SocialNetworkAnalytics #TimetoHire More from JigarUndavia2 (13)
Clear Communication for overall success
Clear Communication for overall successJigarUndavia2
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Clear communication is the cornerstone of effective interaction and collaboration. It involves articulating ideas and information in a concise, coherent manner to ensure understanding among all stakeholders. By avoiding jargon and using straightforward language, clear communication minimizes the risk of misinterpretation and confusion. Additionally, it fosters transparency, as individuals can comprehend the message without ambiguity. In both professional and personal settings, clear communication promotes a conducive environment for problem-solving, decision-making, and constructive dialogue. Emphasizing active listening and seeking feedback further enhances the clarity of communication, creating a foundation for successful and meaningful exchanges. Overall, the ability to convey thoughts with precision and transparency is instrumental in building strong relationships, fostering teamwork, and achieving common objectives.Importance of Speed of Trust by S. Covey
Importance of Speed of Trust by S. CoveyJigarUndavia2
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It appears there might be a slight error in the author's name. The book you're referring to is likely "The Speed of Trust" by Stephen M.R. Covey, not Stephan Covey. Here's a brief overview:
Title: The Speed of Trust: The One Thing that Changes Everything
Author: Stephen M.R. Covey
Overview:
In "The Speed of Trust," Stephen M.R. Covey explores the impact of trust on organizational success and personal effectiveness. He argues that trust is not only a moral imperative but also a crucial economic factor. The book outlines the key principles and behaviors that build and sustain trust, offering practical insights for individuals and organizations to foster trust in their interactions.
Key Concepts:
The Business Case for Trust: Covey presents a compelling argument for trust as a fundamental component of successful business relationships and organizational culture.
The Four Cores of Credibility: The author introduces four cores (integrity, intent, capabilities, and results) that form the basis of credibility, essential for building trust.
The 13 Behaviors of High-Trust Leaders: Covey outlines specific behaviors that leaders can adopt to cultivate trust within their teams and organizations.
The Trust Tax and the Trust Dividend: The book discusses the tangible economic impact of trust, illustrating how high-trust relationships lead to faster decision-making and improved collaboration, thus reducing costs and enhancing productivity.
The Ripple Effect of Trust: Covey explores how trust, once established, creates a positive ripple effect throughout various aspects of personal and professional life.
"The Speed of Trust" provides a framework for individuals and organizations to evaluate and improve their trustworthiness, ultimately leading to increased speed and effectiveness in achieving their goals.2. Leadership wisdom.pptx
2. Leadership wisdom.pptxJigarUndavia2
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This document discusses key leadership skills and principles:
1. It outlines 8 principles of effective leadership, including linking paycheck to purpose, managing with heart as well as mind, rewarding employees routinely, embracing change, focusing on priorities, leading by self-example, thinking innovatively, and linking leadership to creating a legacy.
2. It identifies personal skills important for leaders, such as self-awareness, stress management, and creative problem solving.
3. Interpersonal skills discussed are supportive communication, gaining influence, motivating others, and managing conflict.Main Leadership ppt.pptx
Main Leadership ppt.pptxJigarUndavia2
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This document provides information on various aspects of leadership including definitions, styles, skills, and responsibilities. It defines leadership as a process of social influence that maximizes others' efforts to achieve goals. Some key points are:
- Leadership requires influencing followers through communication to attain goals. Effective leadership listens to others, expects the best, achieves goals, is determined, provides encouragement, and respects people.
- Styles include democratic, autocratic, laissez-faire, strategic, transformational, transactional, and coach-style. Skills include integrity, communication, self-awareness, influence, empathy and courage. Responsibilities involve formulating strategies, creating vision, training others, and resolving problems.INSPIRATIONAL LEADERSHIP.pptx
INSPIRATIONAL LEADERSHIP.pptxJigarUndavia2
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1. Inspirational leaders have a clear vision and strategy that they communicate to their team. They involve the team in setting goals and evolving the vision, keeping them focused on objectives even during difficult times.
2. They empower their team through coaching, training, and support to make their own decisions and achieve goals. This instills trust and accountability while allowing the team to learn and improve.
3. Inspirational leaders lead by example, embody the purpose and vision, and take responsibility when things go wrong while giving credit to the team for successes. They listen to team members and make them feel valued.ORGANIZATIONAL TRANSFORMATION.ppt
ORGANIZATIONAL TRANSFORMATION.pptJigarUndavia2
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This document provides an overview of organizational transformation and reengineering. It discusses why transformation is important when external change outpaces internal change. Reengineering is defined as the radical redesign of business processes to achieve dramatic improvements in areas like cost, speed and quality. The document outlines key aspects of successful reengineering projects like having strong executive leadership and focusing on customer-centered processes rather than current operations. Common pitfalls that can cause reengineering to fail are also identified, such as not making significant changes or ignoring employee concerns.business-transformation.pdf
business-transformation.pdfJigarUndavia2
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This document discusses keys to unlocking breakthrough value through business transformation. It identifies six keys that leaders should consider when undertaking a transformation: 1) Begin with a clear business strategy to inform transformation goals. 2) Focus on critical capabilities that provide competitive advantage. 3) Articulate the value expected and track it. 4) Build sustainability into the transformation. 5) Engage the entire organization. 6) Iterate and adapt based on ongoing learning. The document argues that these keys can help organizations better align their transformation efforts and maximize the value achieved.Shift in Transformation Office
Shift in Transformation OfficeJigarUndavia2
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The document discusses the need for organizations to establish a Transformation Office to drive complex transformation initiatives in the digital economy. A Transformation Office would be led by a Chief Transformation Officer and be responsible for managing disruptive changes that profoundly impact operations and strategy. It would focus on mid-term transformations and differ from a Project Management Office, which focuses on short-term projects, and a Strategy Delivery Office, which focuses on long-term strategy. By creating a dedicated Transformation Office, organizations can ensure transformations receive proper focus and governance to navigate complexity and drive successful change.30018-small-business-strategic-planning-template-1.pptx
30018-small-business-strategic-planning-template-1.pptxJigarUndavia2
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This document contains a presentation on strategic planning for a small business. It includes sections on the company background, strategic planning content, teams to develop the plans, alternative plans, metrics for the plans, and tactics to achieve the goals. There are editable text boxes throughout for customizing the presentation. The presentation provides an overview template to develop a strategic plan with sections for objectives, initiatives, performance tracking, and next steps.Employability skills
Employability skillsJigarUndavia2
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The document discusses important employability skills including communication, teamwork, problem-solving, and a positive attitude. It lists 23 universal employability skills and describes how to develop these skills through activities like conflict resolution, goal-setting, and community service. The document emphasizes that having transferable skills is important because most people change careers multiple times over their lifetime.Udemyfor businesscourselist
Udemyfor businesscourselistJigarUndavia2
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This document provides a list of courses available on Udemy Business organized by topic. The topics include cloud computing, data science, design, development, finance & accounting, IT operations, leadership & management, marketing, office productivity, personal development, project management & operations, and sales. Under each topic are listed relevant courses such as cloud certification courses, cloud development courses, data analytics courses, and data science courses.Journal.pone.0252852
Journal.pone.0252852JigarUndavia2
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The document summarizes a study on knowledge, awareness, and preventive practices related to dengue outbreaks in Bangladesh. It found that while most people had heard of dengue, there were still misconceptions about how the Aedes mosquito breeds and bites. Education level was a predictor of knowledge and awareness of dengue. Preventive practices were lower than knowledge levels, though the two were associated. The study highlights the need for increased health promotion to address gaps and misconceptions regarding dengue in Bangladesh.Recently uploaded (11)
Webinar - Smart Job Description Management
Webinar - Smart Job Description ManagementPayScale, Inc.
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Don’t let outdated job descriptions hold your organization back! See how Payscale’s Job Description Management solution can help you optimize job management, reduce compliance risks, and empower your HR team.Ìý
A study on employees job roles and responsibilities at sri amman mines
A study on employees job roles and responsibilities at sri amman minesarunvp19
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A Study on Employee job roles and ResponsibilitiesProgrammable Logic Controllers Programming Methods.pdf
Programmable Logic Controllers Programming Methods.pdfProgramable Jobs
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Programable.com: The Ultimate Platform for Coders and Tech Enthusiasts
In the ever-expanding digital landscape, finding a dedicated space to share insights, tutorials, and deep dives into technology can be challenging. That’s where Programable.com comes in—a revolutionary platform designed exclusively for coders, software developers, computer hardware enthusiasts, and tech professionals. If Medium.com is the go-to for general content, Programable.com is the specialized hub for everything tech-related.
What is Programable.com?
Programable.com is a knowledge-sharing platform built specifically for those passionate about programming, computer science, hardware innovations, and software development. It serves as a community-driven space where experts, beginners, and tech enthusiasts alike can publish articles, read insightful pieces, and engage in discussions tailored to the fast-paced world of technology.
Why Tech Professionals Love Programable.com
1. Exclusive Tech-Focused Content
Unlike traditional blogging platforms, Programable.com is dedicated solely to technology, ensuring high-quality, relevant, and insightful articles that cater to developers and IT professionals.
2. Open Community for Knowledge Sharing
Whether you’re a seasoned software engineer or a beginner exploring Python, you can share your knowledge and gain insights from industry experts in an open and engaging environment.
3. Tutorials, Guides, and Case Studies
From coding tutorials to deep dives into software architecture, Programable.com provides rich educational content that helps developers stay ahead of the curve.
4. Stay Updated on the Latest Tech Trends
With continuous updates on the latest frameworks, hardware breakthroughs, and AI advancements, Programable.com is the perfect resource for staying informed.
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Networking is essential in the tech world, and Programable.com fosters connections between developers, engineers, and tech entrepreneurs looking to collaborate and innovate.
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Create an Account – Sign up and set up your profile to start engaging with the tech community.
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Stay Ahead in the Tech Industry – Keep up with the latest innovations and best practices in coding, software, and hardware development.
Final Thoughts
If you’re a tech enthusiast looking for a platform to learn, share, and engage with the latest in software, hardware, and programming, Programable.com is your ultimate destination. Whether you're a developer, engineer, or tech entrepreneur, this specialized space is tailored to keep you informed and connected. Join the growing community today and elevate your tech knowledge to the next lTop City of Reno Police and Fire Salaries in the 2024-2025 fiscal year
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The top paid police and fire department salaries at the City of Reno in the 2024-25 fiscal year. Summer internship presentation power point presentation
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Summer internship presentation Cleared Job Fair Handbook | March 6, 2025
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For more details and to pre-register, visit https://clearedjobs.net/job-fair/fair/191/Navigating Payroll Compliance: Future-Proofing Payroll in an Evolving Regulat...
Navigating Payroll Compliance: Future-Proofing Payroll in an Evolving Regulat...Aggregage
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https://www.humanresourcestoday.com/frs/27780808/navigating-payroll-compliance--future-proofing-payroll-in-an-evolving-regulatory-landscape
Payroll compliance is a cornerstone of business success, yet for small and midsize businesses, it’s becoming increasingly challenging to navigate the ever-evolving landscape of federal, state, and local regulations. In this webinar, we’ll explore the key compliance challenges businesses face today and provide actionable strategies to address them.
People Analytics also known HR Analytics
- 2. Agenda  What is Big Data ?  Factors Driving Big Data Explosion  Big Data impact on Business  What is People Analytics and Why ?  What’s driving the People Analytics Movement ?  What is HR Analytics  Is People & HR Analytics different ?  Role of HR  HR Metrics  Why you should invest in HR Metrics  What are HR Metrics ?  Connect HR Metrics to Business Metrics  Know where your Org is ?  Roadblocks for HR Organizations  Building the Metrics Model…  Balanced Scorecard  Three levels of Metrics…  Common activities used in HR Metrics and Analytics  Metrics Don’t
- 3. TREY research OurPromise Lorem ipsum dolor sit amet, consectetur adipiscing elit. Lorem ipsum dolor sit amet, consectetur adipiscing elit. • Ut fermentum a magna ut eleifend. Integer convallis suscipit ante eu varius. • Morbi a purus dolor. Suspendisse sit amet ipsum finibus justo viverra blandit. • Ut congue quis tortor eget sodales. 3
- 4. TREY research SectionDivider Option1 Lorem ipsum dolor sit amet, consectetur adipiscing elit 4
- 5. TREY research SectionDivider Option2 Lorem ipsum dolor sit amet, consectetur adipiscing elit 5
- 6. TREY research April Hansson +1 23 987 6554 april@treyresearch.com Trey Research 6