What is people analytics?

A definition from Harvard Business review, which needs improvement

People analytics — defined as the use of data about human behavior, relationships and traits to make business decisions — helps to replace decision making based on anecdotal experience, hierarchy and risk avoidance with higher-quality decisions based on data analysis, prediction, and experimental research

„How people analytics can help you process, culture, and strategy“ by Chantrelle Nielssen and Natalie McCullough

Original Quote: Harvard Business Review, May 17, 2018

Our version, which is rooted in pragmatic implementation

People analytics — defined as the use of data about human behavior, relationships and traits to make business decisions — helps to complement replace decision-making based on anecdotal experience and intuition, and
reveal and check for decision-making biases (e.g. via hierarchical norms, risk avoidance), with recommendations decisions based on data analysis, prediction, and experimental research”

Our version based on definition by Chantrelle Nielssen and Natalie McCullough

What are people analytics use cases?

What is not a people analytics use case?

  • HR reporting, e.g. how many people work in which department
  • HR compensation mgmt, e.g. what are the cost of different comp. structures
  • HR budgeting, how much money is allocated on which HR funtion, org unit
  • Introducing or improving an ERP system, e.g. SAP success factors
  • Powerpoints on people (analytics) strategy or gathering information from vendors

What is a people analytics use case?

  • developing and discussing use case with HR or business managers
  • data sourcing and transformation to feed predictive models
  • models to predict employee behavior or attitude, e.g. probability of resigning
  • testing recommendation from models with decision makers
  • feed recommendations into existing system to improve/ automate decisions

How should I approach people analytics?

Start small and show results quickly

We believe the biggest obstacle between HR staff and Data Scientiest/IT is communication. We know from experience, that using prototypes to discuss and test use cases, is a key success factor.

Make sure you have the right skill set

What makes people analytics succeed? The answer is easy as it applies to data science project in general: “The right mix of business (and HR) know-how, statistical know-how, and coding know-how”. We offer free initial consultation to help you decide what you need!

Our approach

Our approach originated from applied work in marketing analytics and automation, which much more mature field compared to people analytics

Prototype based ON R

We code in R, one of the leading data science language. We give you access via user-friendly app with great visualization

DeMO DATA

You have no data or are reluctant to use your company’s data? No problem. We provide representative demo data to get you started

Facilitate Discussion

We can facilitate meaningful discussions between HR, business, IT and Data Scientists, as we know the corresponding challenges

Quantify Result

Quantification of commercial impact as well as process automation are a key success factors to bring business and HR together.

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