‘Translating Business questions into HR Analyses. Translating the outcomes of the analyses into actionable Business goals


Use People Analytics to become a pro-active Business Partner for your management. Below you will find some examples how People Analytics can be used. This involves more than just filing Data. It is about using that Data to get more insights and improve decisionmaking.

Your recruitment data is a source of valuable information.Whether you use an Applicant Tracking System (ATS) or the data is integrated in the standard HR system, there is a lot of information available that can be used to improve your recruitment process and to hire the people that can really make a difference. Think about:

  • Most effective recruitment channels in terms of time and money
  • What are the characteristics of our successful employees and how can we use that in our recruitment process
  • Number of new employees that leave within a year
  • Time per hire
  • Cost per hire

The insight this kind of information offers, is the starting point of a process in which your recruitment will become more effective and efficient. More important, it is possible to get a better match between employees that really fit in the organization and tend to stay there for quite some time.
there for some time.
For many organizations attracting and keeping successful employees is an important issue. Research shows that successful employees have a big impact on the organization’s results and so it is key to keep them for your organization. Data Driven HR enables you to know:

  • Who are your most successful employees
  • What their career path was like
  • Which employees need to be part of your Talent Pool
  • What is the retention rate of this group etc.

This information can be used to define specific actions. For example, when you know that successful employees tend to get bored in their role after 2 to 3 years, make sure you talk with them about a next step before they reach the point of getting bored. Actively promoting job rotation is an effective way to avoid unwanted turn over and to keep employees for the organization.
employees for the organization.
There is a huge difference between organizations when it comes to absenteeism. What you often see is when organizations have a low percentage of turnover, they usually have a high percentage of absenteeism. Absenteeism burns money and when the percentage can be lowered by .1% it already saves the organizations a lot of money.

The first step is to get a structural insight in the absenteeism figures of your organization.

  • What are the short, mid-term and long term figures
  • Is there a difference between departments
  • How is absenteeis distributed between certain job levels
  • Are there any seasonal influences

When you have a better understanding of your absenteeism figures, you can use an intervention to influence the level of absenteeism. For example the JDR (Job Demands Resources) model investigates what influence job demands on the one hand and energy reseources on the other hand, have on the employee’s productivity and motivation.
productivity and motivation.
Call us to discuss how you can use Data Driven HR and People Analytics in your organization




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