Workforce analytics is a term that is often used in the world of HR. However, this term isn’t the same thing as HR and can be leveraged by organizations in other ways. There are benefits to workforce analytics at all levels of management. Here’s what you need to know about leveraging this data for your organization.

How to Leverage Workforce Analytics in Your Organization

Workforce Analytics: Definition and Benefits

Workforce analytics is a term used to describe the approach of measuring behavior in the workplace. This means both employees and candidates for hire. Behavior analysis is used to help improve overall performance in the business.

Some examples of how this data can help managers include:

Using workforce analytics can also be of benefit to the employees themselves. Some of these benefits include:

But what kind of data is obtained in workforce analytics, and how can you use it?

Types of Workforce Analytics

The types of data that are considered workforce analytics are more technology-driven rather than the “people analytics” of traditional HR. There are four types of data that this area looks at:

How You Can Leverage This Data

Now that you know what areas workforce analytics monitor, you can begin to apply this information to your decisions in the following ways:

Steps for Implementing Workforce Analytics

To get started collecting and analyzing this data, here are four steps:

Using Workforce Analytics in Your Organization

The most crucial aspect of using this data is to ensure that your stakeholders and your employees see the process. Allowing all parties involved to understand why the data matters is the best way to encourage self-reporting and analyzing.

Workforce analytics data is not the same as HR analytics data. Still, it can give you a lot of information to help you manage the number one resource of your organization: the people. Using this data is a great way to improve your office culture.