How to Successfully Implement

People Analytics
What is people
analytics?
People analytics is the
practice of collecting and
applying organizational,
people, and talent data
to improve critical
business outcomes. It
enables HR departments
to develop data-driven
insights to improve
performance of an
organization. 
Benefits of People Analytics
1. Improves 4.
Talent 06 Enhances
Acquisition 01
Employee
05 Experience

2. Improves 02 5.
Retention 04 Identify
03 Skill
Gaps
3. Real-time
Information 6. Better
Productivity
A Guide to Implementing
People Analytics
A Guide to Implementing People Analytics
Step 1. Choose metrics and
KPIs to monitor and predict
To kick-start the HR analytics
in a company, formulate the
questions about the
workforce that correlate to
business outcomes a
company must achieve:
What do we need to
measure? How are given
metrics interconnected with
each other? What events or
values are necessary to
forecast?
Step 2. Define
data sources
Once you defined
indicators to track
or forecast,
documenting
sources from
which to pull this
data won’t be
difficult.
Step 3. Decide on a tool:
off-the-shelf or custom
So, you defined from
which systems to source
information as well as
metrics and KPIs to
measure, and events/or
forecast. The next
consideration is whether
to get an off-the-shelf
tool or build your own
system.
Visier
Visier is one of the
most robust people
analytics tools on the
market. The tool
allows organizations
to understand
everything about
their people across
the
employee life cycle –
from the time of
onboarding to
Three Key Level-based
Checks to Choose the
Right People Analytics
Tools

With a vast array of

available vendors, options,
and subscription plans,
choosing the right people
analytics tools can often
seem like a rather daunting
task. Here’s a three-level
need-based check to make
the right decision.
Level 1: A working HR
dashboard

To get started with people

analytics, use a basic
dashboard that allows you to
capture, aggregate, and
visualize data.

Tools like Power BI, Tableau,

and Qlik allow ease of use and
ease of data access. With a
level 1 requirement, your
priority should be to keep your
people analytics system as
simple as possible.
Level 2: An insightful HR
dashboard

You may have a steady dose of

relevant data and need basic
insights to analyze better and
make stronger decisions.

Statistical tools like Excel or

SPSS are effective as well,
though they may not come
with quirky visual aids and
social-media style interfaces.

Tools like Visier, while taking

some time to be set up, come
with holistic analytics solutions.
1. Transforming what HR is and does
With people analytics changing how recruitment is
conducted, how performance is measured, how
compensation is planned or growth is mapped, and how
learning and retention can be managed better, people
analytics is quickly changing how HR operates.
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