CIPD Assignment Help Desk

People Analytics

What is people analytics? It is about analysing people data and HR processes using visual, descriptive and statistical methods to make sound business decisions. Data and information is gathered internally through HR systems or departmental systems and externally through salary surveys, employment index etc. The use of evidence to make business decision is embodied in the CIPD professional map. To ensure people professionals gain knowledge and skills in people analytics, the qualification has two course units that expose students to gathering data and information and analyzing it to solve business problems. These CIPD module units include: principle of analytics and evidence based practice.

See below

3CO02 Principles of Analytics Assignment Example

5CO02 Evidence Based Practice Assignment Example

In today’s fast-paced world, arriving at data-driven company decisions is only equivalent to making profit. Organizations are relying on gathering and analysing data and information to solve business problems and create business value.

People analytics uses data collected from the workforce to evaluate HR’s effectiveness in an organization. It’s a precise tool to measure the effects of employee issues on core business objectives. Although HRIS modules may slightly change between boardrooms, some data sources like Applicant Tracking System (ATS) remain universal for recruiting purposes.

Depending on where you live, this important function comes in monikers like talent / HR / workforce Analytics.

Five Skills for Successful People Analytics

In order to successfully carry out HR analytics duties, you must possess the following vital skills:

  • A sharp business acumen (the agility to interpret and resolve challenges on the go).
  • Impeccable HR, negotiation, and consultation skills.
  • A strict work ethic, one that’s beyond reproach.
  • Deep knowledge of data science and psychology, especially group dynamics.
  • Exemplary communication skills – both oral and written.

Enjoy 5 Benefits of Talent Analytics in Creating Value for Business!

After reading through this insightful article, am sure you’ll be able to:

  1. Significantly raise the quality of new hires while reducing recruitment costs.
  2. Champion and deploy technology to streamline work processes, especially modern remote and hybrid jobs.
  3. Retain valuable employees in these times of mass resignations and gig / freelance economy.
  4. Measure the organization’s effectiveness against trending best practices, And
  5. Evaluate, with accuracy, your workers’ performance against their respective ROI indexes.

What’s Measured in HR Analytics?

We measure and analyze the attitudes, behavior, and performance of employees.

Analytic data sources

This subset of business analytics uses data from empirical surveys, performance analysis, data measuring engagement, and turnover ratios.

Depending on the priorities of the company and the specific goals of your study, you can determine the impact of employees on business processes through these 4 approaches.

The 4 Levels of People Analytics

There are 4 major types of talent analytics, each offering a different set of insights. They include:

  1. About 85 % of companies in the world use descriptive analysis (a.k.a decision analytics), making it the most common variety. This basic methodology stops at explaining what happened in the company’s history without making any future projections.
  2. Diagnostic analytics scans for trends in the organization’s history, the correlation with the present, and sniffs out any anomalies with the data.
  3. If you use the past and present data to predict the business’ future, you join the 20% of people who oftenly use predictive analytics.
  4. A paltry 17% of HR professionals frequently make prescriptive analytics. It is a C-Suite recluse, and any conclusions made becomes policy.

Categories of Measurement Metrics

HR analytics can further be classified into three broad categories that include: performance metrics, workforce metrics and recruitment metrics. In case you need assistance with calculating any of the metrics feel free to contact CIPD Assignment Help Desk for assistance

Performance metrics

Under the performance dashboard, policy makers work with the following metrics to arrive at HR decisions.

Average performance rating

How does an individual employee compare in performance with their peers? Do they take long to put training tips in practice? Are they working at maximum efficiency?

Revenue per employee

In order to measure efficiency, divide the total revenue for a given timeframe by the number of active employees in the company at that time.


People analytics produces quality statistics on successful workplaces by assessing employee engagement, retention, absenteeism, and salary data. This metric points to possible weaknesses in productivity, highlights areas of cost-saving, and shows management how to improve efficiency.


Despite being a budgetary nightmare, an increase in overtime is directly proportional to absence rates and employee turnover. HR analytics uses overtime data to flag tasks to be outsourced, processes requiring automation, or to signal the need for new hires.


Similar to its turnover twin, absenteeism is a strong show of employee dissatisfaction. Check how often your employees call in sick, request for frivolous leave of absence, or coldly abscond duties.

Annual leave

Every employee needs time away from work to recharge. Are employees in your company taking annual leave days? Research shows personnel who take a yearly break are more productive than year-rounders.

Absence rate

This is your to-go tool if you want to reduce unplanned absenteeism. Minimal absence rates for individuals, particular departments, or the whole company means better performance.

New hire performance

Every executive expects newly-recruited employees to improve their performance with time. New hire performance measures the success of recruitment exercises and onboarding processes.


Employee data helps companies to improve sales. For sales cycles such as software solutions which can last more than 18 months, use other suitable measurement criteria.

Workforce metrics

These tools use workforce data to draw a clear image of any company’s most valuable asset: its workforce. Measurement metrics in this category include:

Labor turnover

This important metric determines hiring success. There are two subtypes of a company’s employee retention rating: voluntary and involuntary turnover.

A low percentage of new hires departing within their first 12 months of service (also called early labor turnover) leads to lower business costs. It also means the business is meeting employees’ expectations.

Turnover rate

Employee turnover rate reveals actual statistics on the number of workers who let go within a specified period. Many organizations measure ETR on a quarterly basis.

Benefits satisfaction

The measure correlates changes in policy, schedules, benefits, and organizational structure to performance, job satisfaction, and employee retention.

Retention rates

If you want to establish non-performing managers, look at their division’s employee retention rates. Investing in L&D initiatives can remedy poor departmental ratings and improve overall productivity.

Training and L&D effectiveness

Training and L&D effectiveness approximates a particular worker’s performance before and after attending a skill enhancement course. Policy makers and L&D professionals then gauge the effectiveness of the training program.


It is usually expressed as an employee net promoter score (eNPS). Futuristic businesses leverage AI during interviews to map matching skills against available vacancies and predict who’s most likely to quit. The result is an optimized employee experience.

Healthcare costs per employee

A quick glance at this indicator shows how much of the company finances go towards employee health plus related insurance expenditure.

Worker quality

Management evaluates worker quality using several variables. Many businesses reduce recruitment costs by as much as 30% without compromising on the quality of employees through people analytics.

Recruitment metrics

Thousands of dollars are at stake here, and talent analytics won’t let you make an expensive recruitment mistake. Here’s the 5 major recruitment metrics on a Talent Analytics dashboard:

Cost per hire

Helps you nail with precision how much one employee costs to hire, and to readily estimate the recruitment budget. In 2021, American organizations spent approximately $4,700 per junior hire and well over $28,000 for every head-hunted executive.

Time to hire

Organizations plan for most transitions. For HR, the time needed from being a lead candidate to signing an offer letter makes the difference between winning professionals and knee-jerk snobs.

Employee tenure

What is the turnover rate in the senior, mid, and low-ranking positions? How happy are the workers? This metric tracks how long an employee spends in one company.

Internal promotion rate

It’s a KPI that facilitates job retention and satisfaction. With an increased internal competition, productivity moves a note higher.


The world standard for skill, gender, ethnic, religious, and sexual orientation diversity stands at 3:1 (the 2/3rd rule). Deliberate diversification is advantageous to both the employer and employees in many intricate ways.

Strategic Step-by-Step People Analytics Approach

Use the following standardized strategy to collect, analyze, report, and implement employee analytics and you’ll never go wrong!

Effective 10-Step People Analytics Plan

  • Take cues from the business strategy and align your priorities with the company objectives.
  • Select the best analytics software and set to achieve realistic solutions.
  • Establish an effective and compliant data management structure. Check out data laws such as the EU’s GDPR.
  • Collaborate with peers at the workplace for valuable insights. Convince your seniors the value of people analytics to the business.
  • Conduct comprehensive research. Lay emphasis on methodologies that drive measurable business outcomes.
  • Include data from both external and internal sources. Start with the company’s productivity and interaction systems. Scout for valuable industry benchmarks as extended resources to further enrich your cause.
  • Look for the best mix of data analysis tools. Get an updated enterprise resource planning platform with an adaptable and scalable HR module.
  • Foster a culture of statistical literacy in the organization. Persistently coerce all stakeholders to always make data-based, innovative, and collaborative decisions.
  • Transform the raw data you collected and its respective analysis into actionable tips.
  • Finally, make an internal compliance vetting and monitoring schedule. Constantly update any changes or trends in universal data and information management standards.