PPT slides on People Analytics

1. How to Successfully Implement
People Analytics

2. 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.

3. 03
04
05
06
Benefits of People Analytics
1. Improves
Talent
Acquisition
2. Improves
Retention
3. Real-time
Information
4.
Enhances
Employee
Experience
6. Better
Productivity
5.
Identify
Skill
Gaps
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4. A Guide to Implementing
People Analytics

5. A Guide to Implementing People Analytics

6. 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?

7. 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.

8. 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.

9. 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
offboarding.

10. 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.

11. 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.

12. 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.

13. 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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