Editing Analytics (section)

=== People analytics ===
People analytics uses behavioral data to understand how people work and change how companies are managed.<ref>{{Cite news|last=lukem|date=November 4, 2016|title=People Analytics: Transforming Management with Behavioral Data|language=en|work=Programs for Professionals {{!}} MIT Professional Education|url=http://professional.mit.edu/programs/short-programs/people-analytics|access-date=April 3, 2018|archive-date=September 8, 2018|archive-url=https://web.archive.org/web/20180908215628/http://professional.mit.edu/programs/short-programs/people-analytics|url-status=live}}</ref> It can be referred to by various names, depending on the context, the purpose of the analytics, or the specific focus of the analysis. Some examples include workforce analytics, HR analytics, talent analytics, people insights, talent insights, colleague insights, human capital analytics, and [[Human resources information systems|human resources information system]] (HRIS) analytics. HR analytics is the application of analytics to help companies manage [[human resources]].<ref>{{cite web|author=Chalutz Ben-Gal, Hila|year=2019|title=An ROI-based review of HR analytics: practical implementation tools|url=http://www.eng.tau.ac.il/~bengal/Chalutz_ROI.pdf|publisher=Personnel Review, Vol. 48 No. 6, pp. 1429-1448|access-date=February 9, 2020|archive-date=October 30, 2021|archive-url=https://web.archive.org/web/20211030030759/http://www.eng.tau.ac.il/~bengal/Chalutz_ROI.pdf|url-status=dead}}</ref> 

HR analytics has become a strategic tool in analyzing and forecasting human-related trends in the changing labor markets, using career analytics tools.<ref>{{cite web|author=Sela, A., Chalutz Ben-Gal, Hila|year=2018|title=Career Analytics: data-driven analysis of turnover and career paths in knowledge-intensive firms: Google, Facebook and others.|url=http://www.eng.tau.ac.il/~bengal/Chalutz_Career_Analytics.pdf|publisher=In 2018 IEEE International Conference on the Science of Electrical Engineering in Israel (ICSEE). IEEE.|access-date=February 9, 2020|archive-date=March 31, 2022|archive-url=https://web.archive.org/web/20220331114136/http://www.eng.tau.ac.il/~bengal/Chalutz_Career_Analytics.pdf|url-status=dead}}</ref> The aim is to discern which employees to hire, which to reward or promote, what responsibilities to assign, and similar human resource problems.<ref>{{cite web|title=People analytics - University of Pennsylvania|url=https://www.coursera.org/learn/wharton-people-analytics|publisher=Coursera|access-date=May 3, 2017|archive-date=April 19, 2019|archive-url=https://web.archive.org/web/20190419050653/https://www.coursera.org/learn/wharton-people-analytics|url-status=live}}</ref> For example, inspection of the strategic phenomenon of employee turnover utilizing people analytics tools may serve as an important analysis at times of disruption. <ref>{{cite web|last1=Avrahami |first1=D. |last2=Pessach |first2=D. |last3=Singer |first3=G. |last4=Chalutz Ben-Gal |first4=Hila|year=2022|title=A human resources analytics and machine-learning examination of turnover: implications for theory and practice|url=https://english.afeka.ac.il/media/2103973/10-1108_ijm-12-2020-0548.pdf|publisher=International Journal of Manpower, Vol. ahead-of-print No. ahead-of-print.|access-date=July 27, 2022|archive-date=April 2, 2022|archive-url=https://web.archive.org/web/20220402205805/https://english.afeka.ac.il/media/2103973/10-1108_ijm-12-2020-0548.pdf|url-status=dead}}</ref> 

It has been suggested that people analytics is a separate discipline to HR analytics, with a greater focus on addressing business issues, while HR Analytics is more concerned with metrics related to HR processes.<ref>{{Cite news |date=August 2, 2017 |title=People Analytics: MIT July 24, 2017 |url=https://www.hrexaminer.com/people-analytics-mit-july-24-2017/ |url-status=live |archive-url=https://web.archive.org/web/20190428144809/https://www.hrexaminer.com/people-analytics-mit-july-24-2017/ |archive-date=April 28, 2019 |access-date=April 3, 2018 |work=HR Examiner |language=en |quote=Waber makes a key distinction between People Analytics and HR Analytics. “People Analytics solves business problems. HR Analytics solves HR problems,” he says. People Analytics looks at the work and its social organization. HR Analytics measures and integrates data about HR administrative processes.}}</ref> Additionally, people analytics may now extend beyond the human resources function in organizations.<ref>{{Cite news|last=Bersin|first=Josh|title=The Geeks Arrive In HR: People Analytics Is Here|language=en|work=Forbes|url=https://www.forbes.com/sites/joshbersin/2015/02/01/geeks-arrive-in-hr-people-analytics-is-here/|access-date=April 3, 2018|archive-date=September 20, 2019|archive-url=https://web.archive.org/web/20190920081915/https://www.forbes.com/sites/joshbersin/2015/02/01/geeks-arrive-in-hr-people-analytics-is-here/|url-status=live}}</ref> However, experts find that many HR departments are burdened by operational tasks and need to prioritize people analytics and automation to become a more strategic and capable business function in the evolving world of work, rather than producing basic reports that offer limited long-term value.<ref>{{Cite web|title=The CEO's guide to competing through HR|url=https://www.mckinsey.com/business-functions/organization/our-insights/the-ceos-guide-to-competing-through-hr|access-date=July 24, 2020|language=en|archive-date=July 24, 2020|archive-url=https://web.archive.org/web/20200724100542/https://www.mckinsey.com/business-functions/organization/our-insights/the-ceos-guide-to-competing-through-hr|url-status=live}}</ref> Some experts argue that a change in the way HR departments operate is essential. Although HR functions were traditionally centered on administrative tasks, they are now evolving with a new generation of data-driven HR professionals who serve as strategic business partners.<ref>{{Cite news|last=McNulty|first=Keith|title=It's Time for HR 3.0|language=en|work=Talent Economy|url=https://www.chieflearningofficer.com/2018/04/23/its-time-for-hr-3-0/|access-date=July 24, 2020|archive-date=July 3, 2020|archive-url=https://web.archive.org/web/20200703031310/https://www.chieflearningofficer.com/2018/04/23/its-time-for-hr-3-0/|url-status=live}}</ref>

Examples of HR analytic metrics include [[employee lifetime value]] (ELTV), labour cost expense percent, union percentage, etc.{{Citation needed|date=October 2024}}