An introduction to People Science
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With People Science, organizations can finally use people data to understand how and why the workforce behaves the way it does. Once they’ve an insight into how their people interact with their environment and how that affects systems and performance, they can go about making better people decisions.
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![What is People Science?
With People Science, organizations can finally use people data to understand how and
why the workforce behaves the way it does. Once they’ve an insight into how their
people interact with their environment and how that affects systems and performance,
they can go about making better people decisions.
People data is everywhere
A single version of the truth is essential
Tools for People Scientists
Your people
From HR spreadsheets to People Science
Visionary organizations are taking a people-centric approach
HR Directors are using People Science to attract, retain and engage the right talent.
People Science lets HR fully understand employees and gain deeper actionable insights
to make better people decisions.
All people data sources should be integrated into a single system of record.
This will give complete visibility of all people across the entire organization.
Turning people data into people insights
An introduction to People Science
Believe HR teams will
include People Scientists
within the next 5 years
Advanced
analytics
The organization gains instant,
evidence-based answers
based on accurate
people data
Real-time insights
Managers are empowered
with self-service reporting
capabilities that provide
team analytics
Cite a lack of analytics/
workforce visibility as
growth inhibitors
Struggle with disparate
people data
[We are] constantly hiring or on the lookout for new people. We spend a lot of
time analysing the data we have available in a hunt for nuggets of insight
that could ultimately prove to be valuable in our hiring process.
Caoimhe Keogan, VP People, SoundCloud
Creating an identity for each individual would allow us to better
leverage the huge amount of data they generate.
Peter Phelan, Chief People Officer, Shutterstock“
“
“
“
Structured people data
In different systems
of record
External people data
From a broad
range of sources
Unstructured people data
Laborious and
time-consuming
to organize
Mobile people data
Held in disparate
external locations
Almost half
of organizations don’t
have a single HR system
of record
63%experience pain with
disparate data
and systems
Bringing everything together
With Sage People, companies can bring all their people data together into
a single version of the truth, in order to produce more powerful people
insights and evidence-based business decisions.
Workforce visibility
The organization has reliable
information about all
employees,
all the time
HR productivity
Automation reduces
manual tasks, so HR can
focus on employees
Better workforce
experiences
Employees are engaged,
productive and
better-connected to
the business
Math & statistics
Including:
• HR Metrics • KPIs
• Normalizing/Reporting
• Analysis
Only 37%use data/analytics in HR
to make people decisions
Data technology
Including:
• Statistical software for
advanced modeling and
analytics
Scientific theories
Including:
• I-O psychology
• Talent analytics
• People analytics
• Neurosciences
All quoted statistics are taken from ‘Becoming a People Company’: Insight Avenue research
65% 63%57%
Talent development
Hire the best people faster,
and ensure they’re in the
right place in the right
job for maximum
productivity
Publication date: May 2017 © 2017 Sage People. All rights reserved. Please visit www.sagepeople.com for further details.
NORTH AMERICA
271 17th NW, Atlanta, GA 30363, USA
1-877-286-7944
EUROPE
Reading Enterprise Centre, Whiteknights Road, Reading, RG6 6BU
0118 321 5430
Know your people. Drive your business.
To add to the challenge, there’s a range of tools for People Scientists to consider…](https://image.slidesharecdn.com/peoplescienceinfographic-171102144731/85/An-introduction-to-People-Science-1-320.jpg)
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REPORT
June 2018
Global research
Workday is a leading provider of enterprise cloud applications
for finance and human resources. Founded in 2005, Workday
delivers financial management, human capital management,
and analytics applications designed for the world’s largest
companies, educational institutions, and government
agencies. Organizations ranging from medium-sized
businesses to Fortune 50 enterprises have selected Workday.
The CIPD is the professional body for HR and people
development. The not-for-profit organisation champions
better work and working lives and has been setting the
benchmark for excellence in people and organisation
development for more than 100 years. It has more than
145,000 members across the world, provides thought
leadership through independent research on the world of
work, and offers professional training and accreditation for
those working in HR and learning and development.
People analytics: driving business performance with people data
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1
Report
People analytics: driving business
performance with people data
Contents
Foreword from the CIPD 2
Foreword from Workday 3
Introduction 4
People analytics: enabling data-driven insights 5
Purpose of the study: key questions 9
Findings 10
Discussion 35
Recommendations 37
Conclusion 38
References 38
Appendix: Methodology notes 42
Endnotes 47
Acknowledgements
This report was written by Edward Houghton, Senior Research Adviser: Human Capital
and Governance, and Melanie Green, Research Associate, at the CIPD.
We’d like to thank Tasha Rathour, Ian Neale and the team at YouGov for their help in
designing and running the survey instrument, as well as a number of experts for their
insights and guidance, including Andy Charlwood, Max Blumberg, Eugene Burke and
Andrew Marritt.
We’d also like to thank Workday for their ongoing interest in this important agenda.
Without their support, this research would not have been possible.
People analytics: driving business performance with people data
2 Foreword from the CIPD
1 Foreword from the CIPD
Data and technology are at the very forefront of innovation in HR as they are in so many
parts of business today. As many organisations modernise and incorporate data and
technology into their workforce practices, we see many new opportunities emerging to
use people data to better understand who our workforce are, how they work, and what
work means to them. Insights from people data offer the opportunity to change the way
workforce decisions are made in organisations, from those driven by instinct or habit
alone to those which are evidence-based and focused on developing long-term, positive
outcomes. Even the most basic people data itself holds considerable potential value to
organisations when used correctly, as we are seeing through the recent insights from
gender pay gap reporti.
2 ADMSDM HR Analytics_Analitika.pdf
This document discusses HR analytics and the scientific process for conducting HR analytics. It begins by defining HR analytics and explaining how it involves systematically gathering, analyzing, and reporting HR data to help improve business outcomes. It then outlines the scientific process of identifying a problem, conducting research, forming a hypothesis, testing the hypothesis through experimentation, analyzing data, and communicating results. An example is provided of using this process to analyze why employee resignations were increasing. The document also discusses the HR analytics cycle and key steps like determining stakeholder needs, defining the research agenda, identifying and gathering data sources, transforming data, communicating results, and enabling strategic decision-making. Finally, it outlines various tools that can be used for HR analytics like HRIS
The Human Face of Data: People Science
The webinar provided an overview of people science and how it can help organizations become people companies. It began with introductions and outlined the agenda. The presenters then discussed how the changing technology and business landscape requires a new people model focused on data and analytics. They defined people science and explained how it uses data-driven insights to help organizations with challenges like skills gaps, productivity, and talent retention. The webinar emphasized starting with an accurate data foundation and applying the scientific method to generate actionable knowledge that can optimize the people strategy.
Predictive HR Analytics - Jigso pitch at PAFOW Europe ONLINE
Sharing our experiences with HR dashboarding, predictive HR analytics (absenteeism use case), and the ethical challenges of AI in HR.
HR ANALYTICS[26].pptx
HR Analytics is the collection and application of talent data to improve critical talent and business outcomes. it helps leaders with essential data to improve function and employee experience.
Accenture talent-management-meets-science-human-behavior
The document discusses how advances in science and analytics aim to help organizations boost performance. It describes several scientific fields like neuroscience, psychology, sociology, and health science that are producing insights relevant to organizations. These insights have the potential to radically reshape how organizations manage talent to optimize performance. At the same time, new analytics using big data enable testing of hypotheses to determine effective talent practices. HR professionals now face the challenge of using these tools and insights to make decisions based on facts rather than faith alone to improve business outcomes.
HR analytics
What is HR analytics & how advanced methods such as analytic & machine learning can evolve the role of HR and make them leader of the change in the organization
HR_Must_Make_People_Analystics_More_User_Friendly.pdf
The document discusses how HR analytics has progressed slowly despite available data and evidence linking improved HR to organizational performance. To be more effective, HR must present data using a LAMP framework of logic, analytics, measures, and process. It also must pay attention to "push" factors to motivate decision-makers and "pull" factors so decision-makers understand, believe, and can apply the analytics insights. Specifically focusing analytics on how people impact business and educating leaders on the quality of their HR decisions could significantly improve HR's strategic role and organizational performance.
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
Traditionally, HR teams have made decisions on hiring, retaining, assigning and developing employees using intuition, experience, and basic descriptive statistical reports. Predictive analytics complements and extends on these approaches by enabling HR teams to make proactive ‘forward-looking’ data-driven decisions on its people across the employee lifecycle. Examples of this include gaining insights into the drivers and predicting who are our top performers, what employees are at risk of leaving, is our training program effective, and more. This capability can support HR teams to better align HR programs with strategic business goals.
This presentation outlines the limitations with current approaches and explain what predictive analytics is so business users can understand the business opportunity and problems it can be applied to. A number of case studies on its use across the employee lifecycle are described and guidance given on how to get started on your HR predictive analytics journey.
Big Data = Big Headache? Using People Analytics to Fuel ROI
• Interpret trend information to understand the business case for Big Data in HR.
• Examine your fears and assumptions about Big Data.
• Learn from best practice case studies how to demonstrate HR’s contributions to ROI.
• Understand how to engage key stakeholders as part of your organization’s people analytics journey.
WhoKnows People Data Analytics for Human Resources
This document discusses how machine learning and people data analytics can help companies make better HR decisions. It explains that people analytics has traditionally relied on limited manually entered data, but new technologies allow companies to analyze more employee data from multiple sources. Machine learning and analyzing employee skills, relationships, and expertise across an organization can provide insights into talent gaps, team positioning, retention strategies, and strategic planning. The document promotes a people analytics platform called WhoKnows that helps companies leverage these techniques to realize the full potential of their employee talent and knowledge.
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People Analytics: Improving the Employee Experience and Productivity
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2:同时对留学生所学专业登记给予评定
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对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Webinar - How to Craft a Winning Compensation Strategy
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An introduction to People Science
- 1. What is People Science? With People Science, organizations can finally use people data to understand how and why the workforce behaves the way it does. Once they’ve an insight into how their people interact with their environment and how that affects systems and performance, they can go about making better people decisions. People data is everywhere A single version of the truth is essential Tools for People Scientists Your people From HR spreadsheets to People Science Visionary organizations are taking a people-centric approach HR Directors are using People Science to attract, retain and engage the right talent. People Science lets HR fully understand employees and gain deeper actionable insights to make better people decisions. All people data sources should be integrated into a single system of record. This will give complete visibility of all people across the entire organization. Turning people data into people insights An introduction to People Science Believe HR teams will include People Scientists within the next 5 years Advanced analytics The organization gains instant, evidence-based answers based on accurate people data Real-time insights Managers are empowered with self-service reporting capabilities that provide team analytics Cite a lack of analytics/ workforce visibility as growth inhibitors Struggle with disparate people data [We are] constantly hiring or on the lookout for new people. We spend a lot of time analysing the data we have available in a hunt for nuggets of insight that could ultimately prove to be valuable in our hiring process. Caoimhe Keogan, VP People, SoundCloud Creating an identity for each individual would allow us to better leverage the huge amount of data they generate. Peter Phelan, Chief People Officer, Shutterstock“ “ “ “ Structured people data In different systems of record External people data From a broad range of sources Unstructured people data Laborious and time-consuming to organize Mobile people data Held in disparate external locations Almost half of organizations don’t have a single HR system of record 63%experience pain with disparate data and systems Bringing everything together With Sage People, companies can bring all their people data together into a single version of the truth, in order to produce more powerful people insights and evidence-based business decisions. Workforce visibility The organization has reliable information about all employees, all the time HR productivity Automation reduces manual tasks, so HR can focus on employees Better workforce experiences Employees are engaged, productive and better-connected to the business Math & statistics Including: • HR Metrics • KPIs • Normalizing/Reporting • Analysis Only 37%use data/analytics in HR to make people decisions Data technology Including: • Statistical software for advanced modeling and analytics Scientific theories Including: • I-O psychology • Talent analytics • People analytics • Neurosciences All quoted statistics are taken from ‘Becoming a People Company’: Insight Avenue research 65% 63%57% Talent development Hire the best people faster, and ensure they’re in the right place in the right job for maximum productivity Publication date: May 2017 © 2017 Sage People. All rights reserved. Please visit www.sagepeople.com for further details. NORTH AMERICA 271 17th NW, Atlanta, GA 30363, USA 1-877-286-7944 EUROPE Reading Enterprise Centre, Whiteknights Road, Reading, RG6 6BU 0118 321 5430 Know your people. Drive your business. To add to the challenge, there’s a range of tools for People Scientists to consider…