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Blog post 
People Analytics Guide: Leverage Data to Drive Talent Strategy and Business Results
People analytics: key metrics to track, how to build capabilities, real-world use cases, and how to drive ROI through data-driven HR decisions.
Frequently Asked Questions
What is people analytics?
People analytics is the practice of using data and statistical methods to understand and improve workforce decisions. It applies to hiring, performance, retention, and employee development. Organizations use people analytics to identify patterns in employee behavior, predict attrition risk, and make more objective talent decisions.
What are the key metrics in people analytics?
Key people analytics metrics include employee turnover rate, time to hire, employee engagement scores, performance rating distribution, promotion rates by demographic group, manager effectiveness scores, and network influence (from Organizational Network Analysis). The most strategic metrics connect employee behaviors to business outcomes like revenue, customer satisfaction, and team performance.
How does Organizational Network Analysis (ONA) enhance people analytics?
ONA enhances people analytics by revealing how employees actually collaborate, not just what they report. Traditional analytics rely on surveys and self-reported data. ONA analyzes real communication patterns to identify who influences whom, where collaboration gaps exist, and which employees drive the most organizational value. This makes talent decisions more objective and predictive.
See Confirm in action
See why forward-thinking enterprises use Confirm to make fairer, faster talent decisions and build high-performing teams.
