People Analytics and HR Analytics

People Analytics, often used interchangeably with HR Analytics, is the data-driven approach to managing people at work, transforming the Human Resources function from a traditionally administrative role into a strategic business partner. It involves collecting, analyzing, and interpreting data related to all aspects of the employee lifecycle—from recruitment and performance to engagement and retention—in order to make more informed talent decisions, improve workforce effectiveness, and directly link people-focused initiatives to key business outcomes. By applying statistical methods and technology to people data, organizations can uncover critical insights that optimize processes, enhance the employee experience, and drive overall organizational performance.

1. Introduction to People Analytics
   1. Defining People Analytics and HR Analytics
      1. Core Definitions
         1. Definition of People Analytics
         2. Definition of HR Analytics
         3. Relationship to Workforce Analytics
         4. Connection to Human Capital Analytics
      2. Distinguishing People Analytics from HR Analytics
         1. Scope of People Analytics
         2. Scope of HR Analytics
         3. Overlaps and Differences
         4. Industry Usage Variations
      3. The Evolution from Traditional HR Reporting
         1. Historical HR Reporting Practices
         2. Transition to Data-Driven HR
         3. Key Milestones in Analytics Adoption
         4. Current State of the Field
   2. The Strategic Importance of People Analytics
      1. Shifting HR from Administrative to Strategic
         1. Traditional Administrative HR Functions
         2. Strategic HR Contributions
         3. Evidence-Based HR Decision Making
      2. Driving Business Outcomes
         1. Linking HR Metrics to Business Performance
         2. Case Studies of Business Impact
         3. Quantifying Human Capital Value
      3. Enhancing Decision-Making Quality
         1. Data-Driven vs. Intuitive Decision-Making
         2. Reducing Bias in HR Decisions
         3. Improving Prediction Accuracy
      4. Improving Employee Experience
         1. Personalization of HR Interventions
         2. Monitoring and Enhancing Employee Wellbeing
         3. Real-Time Feedback and Adjustment
   3. Key Terminology and Distinctions
      1. Metrics vs. Analytics
         1. Definition of Metrics
         2. Definition of Analytics
         3. Use Cases for Each
         4. Integration of Both Approaches
      2. Reporting vs. Analysis
         1. Purpose of Reporting
         2. Purpose of Analysis
         3. Differences in Approach and Output
         4. When to Use Each Method
      3. Descriptive, Diagnostic, Predictive, and Prescriptive Analytics
         1. Descriptive Analytics
            1. What Happened Analysis
            2. Historical Trend Identification
            3. Basic Statistical Summaries
         2. Diagnostic Analytics
            1. Why It Happened Analysis
            2. Root Cause Investigation
            3. Correlation Analysis
         3. Predictive Analytics
            1. What Will Happen Analysis
            2. Forecasting Techniques
            3. Risk Assessment Models
         4. Prescriptive Analytics
            1. What Should We Do Analysis
            2. Optimization Recommendations
            3. Decision Support Systems
      4. Leading vs. Lagging Indicators
         1. Definition of Leading Indicators
         2. Definition of Lagging Indicators
         3. Examples in HR Context
         4. Balancing Both Types of Indicators