{"id":4365,"date":"2024-04-24T18:53:02","date_gmt":"2024-04-24T18:53:02","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=4365"},"modified":"2026-01-30T06:54:21","modified_gmt":"2026-01-30T11:54:21","slug":"leveraging-people-analytics-to-drive-success","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/leveraging-people-analytics-to-drive-success\/","title":{"rendered":"Leveraging people analytics to drive success"},"content":{"rendered":"\n
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by Natasha K. A. Wiebusch<\/strong><\/p>\n<\/div>\n\n\n\n

Organizations that leverage people analytics are powering successful talent management strategies and adding more value to the human resources function than ever before. They\u2019re proving that when properly used, analytics enhance strategic decision-making, increase ROI and break down organizational silos.<\/p>\n\n\n\n

In this article, we provide guidance for leaders who want to leverage their own people analytics to drive success.<\/p>\n\n\n\n

Defining people analytics<\/h2>\n\n\n\n

People analytics is the process of analyzing people data together with business performance data to draw key people insights. The data collected can be quantitative and qualitative, and the process often involves internal and external data. Generally, the goal is to gain insights that leaders can use to improve people and business outcomes.<\/p>\n\n\n\n

Some also refer to people analytics as \u201cHR analytics\u201d or \u201cworkforce analytics.\u201d However, there’s a narrow distinction between people and HR analytics. HR analytics historically involves analyzing HR data to enhance specific HR functions. “People analytics” is a broader and more holistic term. It refers to analyzing all people-centric data that can be leveraged to improve people and business strategies.<\/p>\n\n\n\n

Key benefits<\/h2>\n\n\n\n

People analytics offers several important benefits:<\/p>\n\n\n\n

Improved decision-making<\/h3>\n\n\n\n

First, and most prominently, people analytics improves decision-making. In fact, according to a now well-known PwC survey of over 1000 senior executives, highly data-driven organizations are three times more likely<\/a> to report improvements in decision-making than those in organizations that rely less on data. And according to findings<\/a> from the Brightmine (formerly XpertHR) People Analytics 2024: Survey Report, organizations that used people analytics effectively were more likely to see improvements in key performance indicators.<\/p>\n\n\n\n

Specifically, analytics promotes objective, evidence-based decision-making. This increases accuracy while saving leaders valuable time they would usually spend on research or consultants. People analytics, by way of advanced predictive analytics, also enhances strategic planning by identifying trends and patterns in workforce data that leaders can use to inform future decision-making.<\/p>\n\n\n\n

Increased efficiencies<\/h3>\n\n\n\n

In addition to improving decision-making, people analytics helps create efficiencies in HR by revealing negative trends, gaps or other potentially inefficient practices. Once identified, leaders can take immediate steps to reallocate resources. For example, HR leaders can leverage specific talent analytics to evaluate the quality of their talent pools.<\/p>\n\n\n\n

Functions and metrics<\/h2>\n\n\n\n

Business leaders can leverage people analytics to improve key functional areas in HR by measuring relevant metrics. Important functional areas include:<\/p>\n\n\n\n