The success rate of people analytics in global organisations is declining - not increasing. This, and other surprising results, from the People Analytics section of the Global Leadership Forecast report.

The success rate of people analytics in global organisations is declining - not increasing. This, and other surprising results, from the People Analytics section of the Global Leadership Forecast report.

This article by Mike West steps us through how to create a business case for people analytics - and the pitfalls to avoid along the way. His suggestions align nicely with proven change management techniques.

We talk often about 'models' in HR analytics - but what do we mean. This article by Mike West describes and differentiates the various concepts of 'models' in people analytics. 

Here is an example of how you could be using data from just one HR metric, employee turnover, at each of the HR Analytics capability levels.

Josh Bersin summarises how co-designing HR technology with users improves analytics issues caused by overwhelm, busy-ness, and fast-paced environments for HR. 

Here we describe the four levels of HR Analytics capability or maturity and what you can do to move up the curve.

This Thor-Olavsrud article provides a useful introduction to some of the concepts, tools, and uses of data science.

Although your HR data might be in different formats and places, it's easier than you think to pull it all together for analysis.

Most organisations we work with are readier than they think to start developing their HR Analytics capability. You have many sources of HR data you could be using.

Bernard Marr's article lists the key types of HR analytics HR Managers need to know and understand to identify and solve people analytics problems when they arise.

New research from the Chartered Institute of Personnel and Development (CIPD) seems to show that HR continues to miss the opportunities that people data and HR analytics present - both to HR and to the business.

A global survey of professional perspectives on people data and people analytics by the Chartered Institute of Personnel and Development (CIPD).

This article by David Green covers Organisational Network Analysis - what it is, why it's important, what it can be used for.

Josh Bersin et al discuss how more companies than ever are using workforce data but they need to be aware of the risks.

Internal Facebook people analytics research shows why employee surveys are still useful despite all the other options available today.

Becoming data-driven doesn't have to be hard. Rich Cober, CHRO at MicroStrategy shares four strategies that HR professionals should consider when determining how to collect data and use it broadly to benefit the whole organization.