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How to start analysing your people data

People analytics is like any kind of data analysis such as marketing or other types of business analytics except that it measures the value of people to an organisation.

  1. Everyone needs to be on board

As with any HR strategy, it has to be about the overall needs of the business as a whole, which means sharing data across departments with regard to productivity, staffing needs, customer care, sales etc.

  1. Identify how you will gather data

Once gaps are identified and goals set, HR needs to work either with an internal or external analytics team who know how to gather and input the data plus analyse and help implement the results. With the growing use of analytics, some HR departments are now looking outside their function to hire analysts such as statisticians.

  1. Do you need dedicated resource?

In the beginning, probably not, but for some HR departments that already have a lot of stored data, it might not be a bad idea to bring in some capable of looking at it and analysing it from an entirely different perspective than a human one. Data science is an up and coming career option for many graduates.

  1. Know your Technology

It's a must to explore all of the available technologies that can either be incorporated into existing databases or run alongside them. Also there are many analytics vendors who are already on the bandwagon if cost is a factor in building a 'home team'. There are a number of different solutions on offer from 'off-the shelf' to embedded systems.

  1. Run a Pilot Programme

Running a pilot programme can help get started but set objectives that can be easily evaluated.

  1. Narrow Applicants using Algorithms

Experts recommend using algorithms with a large number of data points to narrow the field of applicants, say 10 measurable attributes that would identify leadership, rather than five, which could be based on characteristics of successful leaders already within the organisation.

  1. Don’t forget the human factor

The human factor comes when you decide what to do with the information. The data merely helps the decision making process.

For more information on how to unlock the potential of your workforce, request a call back from us here. For more information about 'xplor', Rullion’s talent discovery service, click here.