Creating more value with your People Analytics efforts

Our framework for driving value

Overview

The power of People Analytics is unleashed by the fact that it is no longer an end in itself, but rather a means to achieving strategic goals and resolving business issues.

Data analytics is on the rise. Over half of CEOs surveyed in PwC's recent Global CEO Survey reported that automation and digitisation are now part of their company’s long-term corporate strategy.

A successful People Analytics function is characterised by five main driving forces:

Business alignment: a strong link to the business and ownership by the stakeholders; the way of reporting is geared towards enabling the use of the information in decision making,
Culture: a data-driven culture and growth mindset is embedded in the wider organisation to embrace the actionable insights provided by People Analytics solutions,
Team: the People Analytics team has the capabilities required to derive actionable insights from data and communicate them. Accordingly, the roles and responsibilities between enterprise data analytics, HR and business teams are clearly defined,

Technology: adequate tooling (built or bought) and processes that are fit for purpose and efficient in use and
Data: a scalable human resources information technology (HRIT) data landscape to feed relevant data into the tooling combined with stringent data security and ethics policies.

The practical framework set out in this report draws on experience gained out of numerous People Analytics projects for clients worldwide, ranging from strategy to execution. The report also covers everything from how clients can build high-impact People Analytics cases to how they can put People Analytics blueprints into practice.