Unlocking Team Potential Beyond Spreadsheets: A Guide to People Analytics

In today's dynamic business landscape, companies are increasingly recognising the potential of Workforce Analytics as a strategic tool for driving growth and improving guest satisfaction.

A global hotel company recently made headlines by entrusting its HR analytics team to investigate and solve a problem related to contract front desk workers. The move paid off, leading to an improvement in guest satisfaction and sales. This case highlights the value of Workforce Analytics in detecting patterns and taking targeted actions, moving beyond reactive reporting to systematic analysis.

Companies such as peopleIX and Deel are at the forefront of this shift. PeopleIX has demonstrated how Workforce Analytics can help over 30 people teams detect patterns in employee absences and take proactive actions. Deel, on the other hand, offers AI-driven workforce solutions used by more than 35,000 companies worldwide to automate HR tasks and make data-driven decisions.

The success of such initiatives hinges on the alignment between the CEO and CHRO. With clear expectations, smart investments, and strong executive alignment, organisations can make the same shift towards a strategic HR and data-driven culture.

Leadership sets the tone for a data-driven culture, and HR, equipped with automation, analytics skills, and business fluency, becomes a force multiplier. The most effective CHROs come from other business areas, bringing sharp data skills, strategic insight, and outside credibility.

Microsoft, under the leadership of Satya Nadella and Kathleen Hogan, provides a clear example of what happens when HR is empowered and aligned with leadership. The transformation at Microsoft underscores the impact that can be made when HR is treated as a true partner, not just a department lead.

The CHRO should report directly to the CEO to ensure strategic alignment and shared responsibility for workforce outcomes. CEOs can drive the coordination of workforce planning, technology strategy, and budgeting by including HR in corporate planning, giving it room to innovate, and protecting learning budgets and time.

Building an insight-driven culture doesn't happen through mandates but is reinforced through daily decisions, incentives, and support. Organisations getting this right aren't just collecting numbers - they're acting on what matters. The shift from HR as a support function to a strategic force tied directly to business performance is being pushed by leadership expectations and real accountability.

Turning workforce data into real business value requires a mindset shift across the organisation, asking better questions, and building a culture where data informs every important decision. Becoming an insight-driven company requires a culture that expects and supports evidence-based decisions across every level.

In conclusion, the future of HR lies in strategic Workforce Analytics. By embracing data-driven decision-making, organisations can transform their HR functions, aligning them with business objectives, and driving growth and success.