People analytics is massively important, and it’s easier than you think to start – now is the time to get involved and seize this massive opportunity.

1. THE PEOPLE
ANALYTICS
REVOLUTION
People analytics is about leveraging
data to get actionable insights that
solve your people problems.

2. Companies live Google pave the way, but
"most are stuck in neutral" (1)

3. Item 2
92%
Item 1
8%
8%
Item 2
23%
Item 1
77%
77%
OF ORGANISATIONS BELIEVE
PEOPLE ANALYTICS IS IMPORTANT
CONSIDER THEMSELVES
“STRONG” IN THE AREA (2)

4. HOW DO WE
IMPROVE
QUALITY OF
HIRE?
CAN WE
MAKE OUR
BUDGET GO
FURTHER?
Common Questions

5. WHY IS OUR
ATTRITION
RATE SO
HIGH?
HOW CAN WE
INCREASE
PRODUCTIVITY?

6. Which is a crying shame...
... because studies show that organisations using
people analytics effectively are
more likely to improve recruiting
more likely to improve leadership pipeline
more likely to improve talent mobility
more likely to realise cost savings (3)
2 X
2 X
2.5 X
3 X

7. People Analytics should be a
No-Brainer
Hire better people
Build HR credibility
Improve employee performance
Enable better workforce planning
Identify and resolve skills gaps
Strengthen decision-making
Improve retention
Increase accountability
Explode silos
Improve employee satisfaction

8. People analytics can save you time and money...making
your business more competitive
All of which is to say...
So what's
holding
you back?

9. Let's look at the top 7 concerns...
and the answers

10. 100% of HR professionals
count intuition an important
part of their role. Analytics
couldn’t be more different. (4)
You prefer intuition
Refuse to choose
Analytics and intuition might be
polar opposites, but they can be
complimentary. Use both, and
refuse the either/or narrative.
# 1

11. There’s so much hype around
people analytics that maybe
you ran before you could
walk… and now you’re lost.
You’re confused
Follow a clear methodology
Follow the four-part people
analytics methodology (5) to
make sure you ask, test and
answer the right questions
# 2

12. You don’t know where to
start with people analytics, so
you don’t do anything and
hope it goes away.
You’re overwhelmed
Start small
Face your fears, and start small.
It’s OK to make mistakes, as long
as you’re trying.
# 3

13. You’ve collected swathes of
information about everything
you can think of… but without
a story, data is just data
You’re drowning in data
Ask the right questions
...and you get the right answers.
Collecting data is the tip of the
iceberg, so go back to basics and
start by identifying your people
problems.
# 4

14. If decision-makers don’t value
people analytics you’ll lack the
support to deliver, as 29% of HR
leaders have discovered. (6)
You lack support
Prove ROI
Build credibility by delivering small
successes, and prove relevance by
framing your findings in terms of
the bottom line. Buy-in will come.
# 5

15. 47% of HR leaders say lack of
analytic acumen is their biggest
people analytics challenge. (7)
You don’t have the
right people
Rebuild your hiring profile
People analytics demands different
skills, including storytelling,
strategic understanding and
gravitas. (8) Break the mould.
# 6

16. You want your insights to be
actionable so you can drive real
change, but you won’t see results
if you’re acting on the wrong
conclusions.
You’re just not
seeing results
Be rigorous, not rushed
Don’t be hasty in drawing conclusions.
Conduct multiple experiments until
many bits of evidence point the same
way. Then act.
# 7

17. The Moral of
the Story?
No mountain is
insurmountable…
…and there’s never been a
better time to embrace
people analytics. It’s time
to seize the opportunity.

18. To find out more about people analytics visit:
or call us on:
02922 331 888
Sources
1) Steven Toft, Tucuna People Analytics Conference, July 2016.
2) Deloitte, “2015 Global Capital Human Trends” (https://dupress.deloitte.com/dup­us­en/focus/human­capital­
trends/2016/people­analytics­in­hr­analytics­teams.html)
3) Bersin by Deloitte, Deloitte Consulting LLP, “High­Impact Talent Analytics: Building a World­Class HR
Measurement and Analytics Function
4) Chartered Management Institute, “Getting Inside Intuition in Human Resources Practice”
5) Tazio, “How to Use People Analytics Effectively: A Methodology”
6) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6
7) Harvard Business Review Analytic Services, ‘HR Joins The Analytics Revolution’, p6
8) Tazio, “8 Essential Skills and Qualities to Overcome the People Analytics Skills Gap”
www.tazio.co.uk/resources