make personnel decisions
People analytics (also HR analytics or workforce analytics) is an important part of the HR digitization of your company and stands for the analysis and linking of HR data with other relevant company data. With the use of this methodology, entrepreneurial decisions can be made using a well-founded database. People analytics helps to identify problem areas, recognize connections and uncover optimization potential. An introduction to the company can have a positive impact in all areas of the business and contribute to more efficient working methods and better decision-making processes. For certain questions, it is helpful and recommended to include external data sources in the analysis.
People analytics enables transparency with relevant key figures, the recognition of connections, critical patterns and effects and also allows a reliable forecast of future developments. This distinguishes people analytics from HR reporting and HR controlling, which are more descriptive. That is, they describe past or present things. In contrast, people analytics is a comprehensive and predictive approach.
With people analytics you draw on the full potential of digital technologies and algorithms to make better, data-supported decisions for your company and your employees. Studies show that companies that use advanced people analytics generate around 30% more profits than companies that do not use people analytics.
In the HR area, people analytics is playing an increasingly important role in deriving important impulses for business-related decisions.
Examples of problems are
- What is your risk of losing top talent? (or how can you reduce your talent turnover?)
- What competencies (skills)/talents do you need to implement your corporate strategy? Today and in the future.
- How can you ensure that you are investing in the right training/education that will ensure your current and future business success?
- What are the connections between the health rate and other factors in your company? (internal and/or external)
- How do you deal with demographic changes and social challenges (diversity, equity & inclusion) in personnel planning?
- What levers are there to improve the performance of your sales department?
We will be happy to support you with these and other questions. As experts in HR consulting for all aspects of people analytics, we develop and implement responsible, individual solutions. We work closely with you, data protection, IT and other operational bodies. With our HR consulting and the use of people analytics methods, you can save a lot of time that you can use in other ways in the future (e.g. for management development, employee experience or the introduction of modern working methods).
Our consulting offer
Introduction of people analytics as a new method and HR competence in your company. Our approach is based on proven building blocks, starting with the location and maturity analysis, through the development of use cases (business-oriented use cases) to the selection of the right hardware and software. Identification and implementation of quick wins included.
Further development of people analytics as a method and HR competence in your company. Depending on the initial situation, methodical or technological fields of action are identified and optimization measures implemented. The result is an improvement in the people analytics maturity level in your company.
People Analytics Fitness Check
Individual location and maturity analysis of people analytics in your company with derivation of recommendations and action points to expand people analytics "fitness". Highly recommended if you want to first determine whether your company and your HR department are already "fit" for the introduction of people analytics.
Blended Journey Consulting “People Analytics”
Combination of a people analytics project with on-demand consulting/coaching of the project manager involved and parallel establishment or further development of the associated competencies/skills. 10 x micro-consulting, ≥ 40 hours people analytics training/skill building with a certificate from the Academy to innovate HR (AIHR) and 2 hours retrospective.