HR Analytics

With HR Analytics you get in-depth insight into your workforce by linking performance data to other HR related data. This gives you predictability about the performance, potential and development of your workforce.
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What is HR Analytics?

HR Analytics means: the trend of increasingly looking at data-driven situations. In other domains, such as marketing, we have been accustomed to analyzing data from advertisements, target groups and customer behavior in order to identify trends and predictability. Within the HR field, this trend has surfaced over the past decade. Data from different “systems” are merged. Think of personnel data, absenteeism & performance data. Of course all this is done while taking into account the GDPR. In this way the HR Analytics fields grows from:

  • operational and practical insights and
  • dashboards with key figures


  • strategic analysis and trend signaling and
  • predictive analysis.

What are the advantages?

Solid HR policy through concrete substantiation

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HR was a ‘soft’ domain for a long time. There were key figures in the area of absenteeism, retention and S&S, but there was never a clear overview of potential & performance. With the rise of HR Analytics, these key figures are getting more attention. It is now possible to map the return on investment of Talent Management.

Effective management

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By noticing trends and shifts sooner, you can take effective measures earlier. The support for the initiatives supported hard data will also be greater. Attention and resources are therefore deployed in those places where improvement is needed most.

Cost reduction

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Personnel costs are often a substantial part of the organizational costs. With data analysis you are able to determine where in-efficiency and in-effectiveness are located within your organisation. The first effect that organizations that start with HR Analytics frequently notice is that they can identify inefficient steps in their processes. This, in turn, leads directly to lower operating costs.

How do you implement HR Analytics?

HR Analytics is an ongoing activity. For some HR professionals it sounds obscure, but can be introduced gradually and in small steps. The tips below provide tools for implementing HR Analytics.

Involve expertise from other disciplines within the organization: Controllers, Financial and Marketers are common roles in an organization that are used to interpreting data. They often have perspectives, methodologies and tips that help you on your way and quickly lead to results.

Set requirements for the data that your systems records. Is the data sufficiently detailed? Can the data be used anonymously? Can the data be exported to merge with other sources?

Start with simple interpretations and analysis. HR Analytics requires analytical skills, but also trial and error. Frequently  you do not know what you are looking for until you discover a trend. So do not be discouraged by the lack of a plan, but allow for some experimentation and start, for example, in Excel.

Identify which data sources are present. This includes the personnel system, the performance / assessment methodology reports, recruitment data and the absenteeism system.

Getting started with HR Analytics?

Talent Manager combines an innovative view of Talent Management with a thorough knowledge of HR processes. Based on these pillars, we have developed a software product that enables organizations to start with HR Analytics in a sustainable and accessible way. The methodology fits seamlessly with the assessment system and gives organizations the space to “grow into” the methodology at their own pace. Our consultants have extensive experience in implementing HR Analytics and are happy to help.
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Want to grab a coffee?

Do you want to know more about Talent Manager or are you interested in an online demo? Please contact us!

In about 30 minutes we can take you through our demo and show you everything Talent Manager has to offer for your organization.