https://www.youtube.com/watch?v=ruQPwBgc8CE
What is the place of People Analytics in a Digital HR Strategy? This is the question that Erik van Vulpen, founder of the AIHR Academy answers at the HR Digi

https://www.aihr.com/blog/people-analytics/
An essential guide for HR. People analytics is at the center of Human Resources. Decision-making about people in an organization is now heavily analytical and data-based, and having and utilizing well-functioning people analytics is crucial to winning the war for talent. Over the years, people analytics has evolved from reports of HR systems

https://www2.deloitte.com/us/en/blog/human-capital-blog/2021/people-analytics-hr-technology-strategy.html
Jamaal Justice. Albert Hong. Works Cited: ¹ Global Human Capital Trends, Deloitte Consulting, 2020. Vice President - Products, Workforce Strategies. scantrell@deloitte.com. +1 503 222 1341. Navigating the rapidly evolving people analytics technology landscape and enabling actionable insights through a myriad of HR technology strategy solutions.

https://www.aihr.com/blog/people-analytics-strategy/
Digital HR and the Future of Work Achieve strategic HR goals with digital technology. Digital Change Management Build resilience in the face of digital HR transformation. ... Putting a people analytics strategy in place is not an easy feat, especially if you're just starting out with the function, but don't hesitate to make it happen.

https://www.bamboohr.com/resources/guides/definitive-guide-to-people-analytics
levels. 1. In today's business landscape, people analytics offers HR a seat at the strategic table. Just as other areas of the business bring a data-backed performance narrative to every board meeting, strategic call, and quarterly check-in, HR leaders are also harnessing the power of data through people analytics. And it's working.

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/how-to-be-great-at-people-analytics
Data engineers who are steeped in the strategic context of their organization's people analytics teams are able to design the data foundation and analytics solutions more thoughtfully and deliberately from the beginning. Breadth and depth of data sources. Leading teams have invested heavily in a strong HR-data foundation but also have

https://www.shrm.org/topics-tools/research/the-use-of-people-analytics-in-hr
The improved efficiency that people analytics tools offer can also allow HR professionals to focus more of their attention on innovation and strategy. If HR professionals and leaders use people

https://www.ibm.com/think/topics/people-analytics
HR professionals: The HR department is integrally involved with setting the company's people analytics strategy. HR professionals are the front line in managing the collection of HR metrics related to employee data, employee reviews and feedback, and calculating employee satisfaction statistics. In addition, they help with the data collection

https://www.deloitte.com/global/en/our-thinking/insights/topics/talent/human-capital-trends/people-analytics-in-hr.html
The function of people analytics, which involves using digital tools 1 and data to measure, report, and understand employee performance, is going through a major shift. After years of investing in cloud HR platforms and specialist teams, CHROs and business leaders are not getting the results they want. No longer is analytics about finding

https://hbr.org/2022/01/using-people-analytics-to-build-an-equitable-workplace
Summary. Automation is coming to HR. By automating the collection and analysis of large datasets, AI and other analytics tools offer the promise of improving every phase of the HR pipeline, from

https://kpmg.com/us/en/articles/2024/shape-workforce-with-data-driven-people-analytics.html
Data-driven HR organizations demonstrate broad-based commitment, sponsorship, and passion for using data to drive strategy, decision-making, and change. People analytics can enable HR to: Uncover predictive insights into employees' skills and behaviors. Identify root causes of turnover and attrition. Understand how to create a great place to

https://www.applaudhr.com/blog/digital-transformation/how-hr-can-transform-business-strategy-with-people-analytics
How HR analytics can transform the workplace. People analytics is about taking a data-driven approach to assessing and improving all your People processes. People analytics lets you get really granular in understanding your people, what motivates them, what affects their performance, and why. There are four interconnected fields of people

https://www.deloitte.com/cbc/en/our-thinking/insights/topics/talent/human-capital-trends/digital-transformation-in-hr.html
This year, as digital management practices and agile organization design become central to business thinking, HR is changing again, focusing on people, work, and platforms. We call the resulting set of HR practices "digital HR.". Digital HR builds upon years of effort. In the 1960s and 1970s, HR focused on personnel operations, automating

https://www.myhrfuture.com/blog/people-analytics-boosting-hr-aligning-data-strategy
People analytics teams need to understand the specific needs and challenges of HR professionals. At the same time, HR leaders and CHROs must also embrace data-driven decision-making to reap the full benefits of people analytics. Our Insight222, Upskilling the HR Profession: Building Data Literacy at Scale report showed that both parties hold equal responsibility in creating a data-driven HR

https://blog.3nstrategy.com/what-is-hr-analytics
We prefer to define people and HR analytics as follows: HR and People Analytics is the practice of producing and using evidence (in the form of data and analytics) to increase the likelihood that a better decision is made about the workforce. Every day thousands of decisions are made that impact how the workforce delivers business, and how

https://www.kumospace.com/blog/people-analytics
People analytics is a combination of three essential elements - data, analytics, and insights. Using these components helps to gain insights into employee behavior. To extract meaningful insights, organizations must first collect and transform HR data, and then analyze the data using AI and machine learning algorithms.

https://www.linkedin.com/pulse/people-analytics-new-workplace-5-hr-data-strategy-2021-peragallo
Here are five key data trends to help HR teams unlock the potential of their People Analytics strategy. 1. Back to basics. To build interest and gain the organization's trust on your HR data

https://www.insidehr.com.au/how-google-reinvented-hr/
Google is replacing the 20th century subjective decision-making approach in HR. Although it calls its approach "people analytics", it can alternatively be called "data-based decision-making", "algorithm-based decision-making" or "fact or evidence-based decision-making". How Google's people analytics works.

https://engagedly.com/blog/what-is-hr-analytics-and-how-to-use-it/
HR analytics isn't just a tool, it's a strategic imperative that can redefine how you manage your most valuable asset, your people. By embracing a data-driven approach to HR, organizations can not only tackle immediate challenges but also anticipate future trends, paving the way for sustainable growth and competitive advantage.

https://www.aihr.com/blog/people-strategy/
A strong people strategy will build the kind of relationship with your employees that helps them become their best, most productive selves. The sure-fire way to future-proof your people strategy is to strengthen each of its elements, including leadership, learning & development, and building an inclusive place to work.

https://www.hrdconnect.com/2023/03/15/using-people-analytics-to-upgrade-your-workforce-planning/
Brandy Parker, Senior Director of People Analytics, Coca-Cola, is the latest guest on the HRD Live Podcast, and the first in a mini-series on people analytics. Parker is a strong advocate for the use of people analytics as a strategic partner for workforce planning. She shares best practices for spotting talent availability and collaborating

https://www.deloitte.com/global/en/our-thinking/insights/topics/talent/human-capital-trends/digital-transformation-in-hr.html
This year, as digital management practices and agile organization design become central to business thinking, HR is changing again, focusing on people, work, and platforms. We call the resulting set of HR practices "digital HR.". Digital HR builds upon years of effort. In the 1960s and 1970s, HR focused on personnel operations, automating

https://www.peopleanalyticsworld.com/strategicoutlook2023
The panel will discuss what they believe are the most important trends and priorities for the digital HR leader in 2023. They'll debate the best approaches for tacking the headwinds and harnessing opportunities, and where People Analytics can be a key competitive differentiator in the year ahead, such as: Applying AI and advanced analytics to

https://www.peopleanalyticsworld.com/strategic-agenda-2024/
Fine-tune your planning to align with industry-wide challenges. Interact directly with 3 hugely influential figures in Digital HR. While watching, chat and connect with others. Get an executive summary by email with key takeaways. Thursday 25 January 2024. 15:00-16:00 GMT (10:00 ET / 07:00 PT) Register now.