Key takeaways
What we covered
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00:07
What a people analytics model is made of
HCM, business, behavioral, biometric and voice data, plus BI and machine-learning tools.
02:10
The benefits
Retention, job fit, hidden correlations, productivity, DEI and wellness.
05:13
Mobility and unbiased decisions
Career and location mobility, and evidence-based decisions everyone can see.
06:13
Where people analytics is heading
AI, social data and more accurate forecasting.
08:14
Ethics and privacy
Using people data responsibly under rules such as GDPR.
10:18
Why adoption stays low
Unclear focus, data literacy, data gaps, silos, ethics and stakeholder buy-in.
14:24
Why adopt a people analytics strategy
Hybrid work, transparency, prediction, fairness, engagement and lower churn.
17:27
People analytics in PeoplesHR
Enterprise, predictive, wellness, interactive and domain-specific dashboards.
19:28
Predictive analytics and integrations
Turnover, absenteeism and attendance predictions, combined with surveys, mobile and external data.
21:31
Audience Q&A
Well-being, RPA, retention, productivity, skills and ChatGPT.
Q&A highlights
Let employees record how happy they feel from time to time, and blend biometric data, such as wristbands worn during a shift, with HR data. Changes over a shift show how much it affects people, and the quality of their work.
RPA mimics repetitive human work, which removes errors, downtime and fraud from those transactions. People analytics lets you compare results before and after and prove the difference.
Predictive analytics gives each employee a likelihood of leaving based on their history. Combine that with performance and potential, and you can see who you really need to retain.
Set thresholds on business or operational KPIs and track them on the enterprise dashboard, so you can see whether the business is moving as planned.
Yes. Skill categories and proficiency levels are already in the system, so turnover warnings show whether at-risk employees are high-potential. Tools like Power BI let you dig further.
GPT models learn from the data you feed them, so they can surface patterns, suggest outcomes and gauge whether employee sentiment is positive or negative based on what they have learned.
Turn your HR data into early warnings
Watch the full session, or book a demo of PeoplesHR dashboards and predictive analytics.
