Analytics is defined as the systematic analysis of data.

HR Analytics can be found under different names: People Analytics, Workforce Analytics, Talent Analytics.

HR Analytics is defined as the systematic analysis of data with the purpose of improving people and business performance. HR Analytics is a tool that aims to aid the decision making in a company.

Performance is measured through metrics and KPIs.

Metrics are destined to offer an overview of how employees and processes are sustaining the company’s objectives. Metrics reveal the outcomes of our actions, vulnerabilities and highlights, enabling organizations to adapt faster to market conditions and obtain the desired results. Company’s leaders are in charge to address this issues and this is why when discussing and monitoring metrics transparency is mandatory.

KPI – Key Performance Indicator is a strategic measurement of a specific strategic business goal. KPIs define the values against which the metrics are compared.

Metric – a standard measurement destined to track performance for different aspects of business.

Metrics are tactical and support KPIs. 

Starting with Data Analytics:

Sort your data:

1.Check your current state of data for: lack of data, excess, outliers, inconsistencies, odd models

2.Diagnose your data: missing, errors, valid entries, extremes

3.Treat your data: decide whether you leave it as it is, you correct it or you delete it

4.Document every change

5.Create data policies and assign data responsible/responsibilities

Define your goals, KPIs & metrics.

Build the capacity to visualize your data in Dashboards.

According to Bersin there are multiple levels of data maturity (levels of data analytics):