Inform through analytics

Human capital analytics help lead to better focus, employee experience and ROI.


Analytics, supported by digital technology, are the bedrock that helps enable you to make better, quicker and more informed decisions that are aligned to your business strategy. Human capital analytics deliver critical insights about your people, their preferences, what makes them more effective and their contribution toward the success of the business. This is an opportunity for HR to develop innovative solutions, built on technology and analytics, across all HR process areas to help you answer questions like: Across all functional areas of HR, what is our headcount and what skills do we have by geography/ business unit? What skills are in demand, where do we have skill gaps and what are good options to close those gaps? How can we optimize our total rewards to improve talent engagement and retention?

Next generation business intelligence tools enable automated real time reporting with both descriptive and predictive analytics, delivered through cloud platforms. The costs to deliver analytics is significantly lower than what was feasible in the past. This is an important competitive advantage for leading businesses globally and has changed the role that HR has in developing and delivering the business strategy.


HR organizations are growing their capabilities from traditional reporting to the use of analytics for real time information on talent issues, opportunities and improved solutions. Deployment of analytics should be a step by step process. Leveraging next generation technology for data and report automation, advanced visualization and collaboration is the first step. Once these data sets and supporting technology are in place, they can then be leveraged for more advanced analytics.

Key Steps in Building an Analytics-Driven HR Organization

First, conduct a strategy assessment and identify areas that would benefit most from HR reporting and analytics. Understanding the link between talent decisions and business outcomes is key to build a business case for HR Analytics.

Once the assessment exercise is complete, the outcome is usually a set of use cases that are prioritized based on importance to the business and complexity of deployment. This leads to a roadmap with a defined set of actions for near-, mid- and long-term consideration:

  • Data Requirements – Determine the type of traditional and non-traditional data sets required, and the best methods to source, integrate and store such information with minimal manual effort.

  • Technology Requirements for Reporting and Analytics – Select the preferred analytics technology options available based on your specific requirements.

  • Operating Model for HR Analytics – There are different ways of organizing analytics teams. To make analytics a real and integral part of your business decisions requires a robust and well defined operating model.

  • A critical step in building a business case for analytics is a targeted proof of concept exercise to demonstrate how HR analytics can deliver value to the business, how HR can adopt analytics at scale, and the potential ROI on that investment.​



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