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What is people analytics?
People analytics refers to the process of collecting, analysing and using quantitative and qualitative data about an organisation’s employees, alongside business performance data, to provide insights on business issues, solve business problems and inform business decisions and strategy. People data can include any information relating to employees or workforce management, such as recruitment costs and absence rates or the results of employee opinion surveys and individual performance reviews. Using sophisticated data science techniques and machine learning, people analytics represents a step change in the process of driving business improvements.
What is the difference between metrics and analytics?
Unlike metrics, which present data in tables, charts and dashboard formats, analytics takes the next step forward in trying to explain why events have occurred, whether they are likely to happen again, and how the outcomes can be changed. The use of analytics is a dynamic process which interprets the data and enables evidence-based decision-making.
Why is people analytics different to HR analytics?
People analytics differs from HR analytics in that where HR analytics belongs within the HR function and seeks to solve HR problems, people analytics has application across the organisation and seeks to solve solutions for the organisation as a whole, drawing on data that may sit in information systems outside the control of HR and feeding into decisions made by finance, sales, marketing and other functions.