The term “people analytics” is being used more frequently in HR and management circles, and with good reason. People analytics as a discipline, and a corporate function, is taking off.
Deloitte Global Human Capital Trends 2016, a study of more than 7,000 human resources and business leaders from 130 countries, finds significant growth in the use of data as it relates to HR — in just the last year.
In 2016, 51% of companies are correlating business impact to HR programs, up from 38% in 2015; and 44% are now using workforce data to predict business performance, up from 29% last year. (graphic)
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Meanwhile, a full 77% of executives now consider people analytics a key business priority.
