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People Analytics

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People analytics can help to assess the effectiveness of people practices, programs, and processes. Understand how knowledge of social and data sciences can help you make more informed, objective people decisions.

People Analytics is about using a data-driven approach to inform your people practices, programs and processes. Analytical techniques, ranging from reporting and metrics to predictive analytics to experimental research can help you uncover new insights, solve people problems and direct your HR actions. At Google, we use people analytics as a foundational building block that informs everything we do to find, grow and keep Googlers.

When faced with a challenging people issue (e.g., are we losing our organization’s highest performers and why?) or an important people decision (e.g., who should lead this new initiative?), the conventional approach is to engage in endless debate based on emotions, instincts and anecdotes. We believe instead that an analytical approach incorporating facts and science can lead to more effective and fair solutions and decisions.

To start, the People Analytics guides cover some basics and shed light on how to begin adopting data-driven decision approaches in HR. This is a fast-moving topic with new methods and techniques being added rapidly; we will keep abreast of the advances in the field and add more content in the future.

How our nonprofit partners with academics to conduct internal HR research

You don’t need a department of in-house social scientists to do your own people research. Partnering with an academic can be a win-win, furthering the science and helping you make data-driven organizational decisions.

Bringing behavioral science to the White House

The idea of using behavioral science to help government agencies more effectively serve their constituents sounds great. But how do you build a high-impact, science-based organization within the government when you have no budget and no formal authority?

Let’s use People Analytics to change how we teach HR

The way MBAs learn HR management hasn’t changed in decades. Whether it’s lectures, case discussions, or sophisticated simulations, students make a recommendation based on intuition, not data. Business schools need a different script to teach HR.
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