{"id":22874,"date":"2020-07-06T16:07:52","date_gmt":"2020-07-06T14:07:52","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=22874"},"modified":"2026-02-02T11:33:02","modified_gmt":"2026-02-02T09:33:02","slug":"people-analytics-hr-data","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/","title":{"rendered":"People Analytics Software: Turning HR Data into Better Decisions"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">HR teams have a huge amount of data at their disposal. Absence records, performance reviews, engagement surveys, pay information and turnover figures are all stored somewhere. Yet many organisations still rely on instinct, spreadsheets or delayed reports when making decisions, and worse, many teams do not take advantage of this information and the role insights gleaned from the analysis of this data can play in improving the workflows of their organisation. This gap between analyzing the data and taking action is where people analytics software plays a vital role.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics software brings together workforce data and turns it into insights that HR teams and managers can actually use. Instead of reacting to problems after they happen, organisations can spot trends early, test ideas, and make decisions based on evidence rather than assumptions. For organisations facing skills shortages, rising absence levels and pressure to do more with less, this matters more than ever.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this article, we will explain what people analytics is, how it works in practice, and why a people analytics platform can help HR teams improve productivity, wellbeing and fairness at work. We will also explore how HR &amp; business management software supports better reporting, clearer KPIs and faster decision making across the organisation.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-freebie category-hr-tech\"\n    data-banner-id=\"176930\"\n    data-banner-type=\"freebie\"\n    data-category=\"HR Tech\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Download the People Analytics Report: benchmarks, KPIs and next steps<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">See what top teams measure<\/li>\n                                                                                                <li class=\"not-prose\">Get KPI benchmarks and dashboards<\/li>\n                                                                                                <li class=\"not-prose\">Use the insight to take action<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorialhr.co.uk\/ebooks\/people-analytics-report\"\n                    class=\"factorial-cta-button not-prose freebie\" data-cta=\"freebie\" data-cta-position=\"inline-banner\">\n                    Download for free                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/09\/22102919\/ebook-static-banner-1.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h2><strong>Why people analytics matters for UK organisations<\/strong><\/h2>\n<p>People analytics, also known as HR analytics or workforce analytics, involves the process of gathering and analyzing HR data in order to enhance an organisation&#8217;s performance. This will enable HR managers to make more informed business decisions based on real people data. In the modern business world, it&#8217;s highly recommended companies use people data in order to improve productivity in the workforce, retain employees, reduce turnover and ultimately create a healthy, motivated work environment.<\/p>\n<p><span style=\"font-weight: 400;\">UK employers are under growing pressure. <\/span><a href=\"https:\/\/www.onrec.com\/news\/news-archive\/data-reveals-81-of-businesses-face-critical-skills-shortages-while-simultaneously\"><span style=\"font-weight: 400;\">Skills shortages remain high<\/span><\/a><span style=\"font-weight: 400;\">, absence linked to stress and poor mental health has <\/span><a href=\"https:\/\/mentalhealth-uk.org\/blog\/burnout-report-2025-reveals-generational-divide-in-levels-of-stress-and-work-absence\/\"><span style=\"font-weight: 400;\">increased<\/span><\/a><span style=\"font-weight: 400;\">, and many organisations are still adjusting to hybrid and flexible working models. At the same time, HR teams are expected to prove the impact of their work with clear data.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics helps bring visibility to these challenges. By analysing absence trends, workload distribution and <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/labour-turnover\/\"><span style=\"font-weight: 400;\">labour turnover<\/span><\/a><span style=\"font-weight: 400;\"> rates, HR teams can identify issues earlier and act before they become costly problems. For example, if absence levels rise steadily in one role or location, people analytics software can flag this pattern and prompt a deeper review of working conditions or management practices.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics also supports better manager effectiveness. Data on team engagement, performance reviews and retention can highlight where managers may need additional training or support. Rather than relying on annual surveys alone, organisations can monitor changes over time and measure whether interventions are working.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Chartered Institute of Personnel and Development <\/span><a href=\"https:\/\/www.cipd.org\/uk\/knowledge\/reports\/people-profession-survey\/#:~:text=The%20use%20of%20people%20data%20and%20analytics%20has%20grown%20since%20pre%2Dpandemic%20levels%3A\"><span style=\"font-weight: 400;\">notes that using analytics<\/span><\/a><span style=\"font-weight: 400;\"> to inform practice is becoming a core part of the people profession. Many HR professionals now have responsibility for HR systems or people analytics, even if they are not data specialists. As tools become more user friendly, people and technology are meeting halfway. HR teams can build confidence in data without needing advanced statistical skills.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a tight economic climate, every people decision counts. People analytics software helps UK organisations move from reactive HR to evidence-based decision making that supports productivity, wellbeing and fairness.<\/span><\/p>\n<h2><strong>The different types of people analytics<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">People analytics is not just one activity. It includes several types of analysis, each helping HR teams understand their data in a different way. Knowing these types makes it easier to ask the right questions and use data more effectively.<\/span><\/p>\n<h3><strong>Descriptive analytics<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Descriptive analytics shows what has already happened. It answers basic questions such as how many employees left last year, what the <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/tracking-absences-employees\/\"><span style=\"font-weight: 400;\">absence rate<\/span><\/a><span style=\"font-weight: 400;\"> is, or how many people completed training. This type of analysis is the starting point for most HR teams.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, a report showing headcount, turnover and absence by department is descriptive analytics. It helps organisations understand the current state of their workforce.<\/span><\/p>\n<h3><strong>Diagnostic analytics<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Diagnostic analytics looks at why something happened. It compares different data points to find patterns. For example, HR might check whether high absence is linked to overtime, workload or specific teams.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This type of analysis often looks at correlation. This means two things appear to be connected, but it does not always mean one causes the other. People analytics platforms help make these patterns easier to see and explain.<\/span><\/p>\n<h3><strong>Predictive analytics<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Predictive analytics uses past data to estimate what may happen in the future. It can help organisations spot risks early, such as rising turnover or skills gaps.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, predictive analytics can show which roles are more likely to see employees leave soon. This gives HR teams time to act before problems grow.<\/span><\/p>\n<h3><strong>Prescriptive analytics<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Prescriptive analytics focuses on what action to take next. It uses data to suggest the best options based on likely outcomes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This type of analytics is more advanced, but people analytics software makes it easier to use. The aim is not just to understand data, but to make better decisions that improve results for both employees and the business.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-freebie category-hr-tech\"\n    data-banner-id=\"176930\"\n    data-banner-type=\"freebie\"\n    data-category=\"HR Tech\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Download the People Analytics Report: benchmarks, KPIs and next steps<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">See what top teams measure<\/li>\n                                                                                                <li class=\"not-prose\">Get KPI benchmarks and dashboards<\/li>\n                                                                                                <li class=\"not-prose\">Use the insight to take action<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorialhr.co.uk\/ebooks\/people-analytics-report\"\n                    class=\"factorial-cta-button not-prose freebie\" data-cta=\"freebie\" data-cta-position=\"inline-banner\">\n                    Download for free                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/09\/22102919\/ebook-static-banner-1.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h2><strong>People analytics, data quality and ethics<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">People analytics only works if the data behind it is accurate and easy to access. HR data can often be messy, stored in different systems or left in spreadsheets. This makes reporting harder and insights less reliable. Using a single people analytics platform helps bring all this data together and ensures reports are consistent and up to date.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Trust is also important. People analytics should help people, not make them feel watched. Employees should know what data is collected, why it\u2019s used and how it supports better decisions in the workplace. Clear communication and transparency build confidence and reduce concerns about monitoring.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">HR teams need the right skills to interpret data and draw good conclusions. Tools that automate reporting and highlight trends make it easier for HR and managers to understand what the data is telling them. For teams who want to go further, the free <\/span><a href=\"https:\/\/factorialhr.co.uk\/ebooks\/people-analytics\"><span style=\"font-weight: 400;\">People Analytics Report<\/span><\/a><span style=\"font-weight: 400;\"> offers deeper insights into how other organisations use data to improve productivity, engagement and performance.<\/span><\/p>\n<h2><strong>How people analytics software supports HR teams<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">People analytics software helps HR teams turn complex data into clear insights without relying on manual spreadsheets or specialist analysts. It brings together information from across the employee lifecycle and presents it in a way that is easy to understand and act on.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of the biggest benefits is visibility. HR teams can track absence patterns, overtime, turnover and engagement in real time. This makes it easier to spot early warning signs, such as rising absence in one team or increased workload across a department. Acting early helps protect productivity and employee wellbeing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics software also saves time. Automated dashboards and reports reduce the need for manual data collection and repetitive reporting. HR teams can spend less time preparing numbers and more time working with managers to improve outcomes.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another key benefit is consistency. When everyone uses the same data source, conversations about performance, resourcing and wellbeing are based on facts rather than opinions. This builds trust in HR data and supports better decision making across the organisation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Modern platforms are designed for non-technical users. Clear charts, filters and summaries make it easier for HR professionals and managers to explore data without advanced analytics skills. This helps data become part of everyday decision making, not just an annual reporting task.<\/span><\/p>\n<h2><strong>Using people analytics to pinpoint workforce pressures<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Many organisations are dealing with rising absence, uneven workloads and stretched managers. Without clear data, these issues often go unnoticed until performance drops or employees leave. People analytics software helps bring these pressures into view so HR teams can respond earlier.<\/span><\/p>\n<ul>\n<li><b>Absence data<\/b><span style=\"font-weight: 400;\"> is a strong starting point. By tracking trends over time, HR teams can see whether sickness levels are increasing in certain teams, roles or seasons. This makes it easier to understand where extra support or changes to working patterns may be needed.<\/span><\/li>\n<li><b>Workload<\/b><span style=\"font-weight: 400;\"> and <\/span><b>capacity data<\/b><span style=\"font-weight: 400;\"> is also valuable. People analytics can highlight where overtime is consistently high or where teams are understaffed. These insights support better workforce planning and help prevent burnout before it becomes a serious problem.<\/span><\/li>\n<li><b>Manager effectiveness<\/b><span style=\"font-weight: 400;\"> is another area where people analytics adds value. By combining data from engagement surveys, performance reviews and turnover rates, HR teams can identify where managers may need more support or training. This allows targeted action instead of broad, one-size-fits-all programmes.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">With clear insight into people data, HR teams can move from reacting to problems to preventing them. This leads to healthier teams, more stable performance and better use of resources.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Read more about <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/hr-benchmarking\/\"><span style=\"font-weight: 400;\">HR benchmarking<\/span><\/a><span style=\"font-weight: 400;\"> to get the full picture.<\/span><\/p>\n<h2><strong>How an HR software solution makes people analytics easier<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Many HR teams struggle to use people analytics because their data is spread across tools, emails and spreadsheets. Absence records may sit in one system, performance data in another, and engagement results somewhere else. Bringing this data together manually takes time and increases the risk of errors.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A modern HR software solution solves this problem by acting as a single source of truth. All employee data is stored in one place, updated in real time and ready to be analysed. This makes it much easier to track KPIs, spot trends and create reliable reports without extra admin work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics software also helps standardise reporting. Instead of rebuilding reports each month, HR teams can use dashboards that update automatically. This means leaders always have access to the latest information and can make decisions faster.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Advanced platforms go one step further by helping users interpret data. Rather than just showing numbers, they highlight patterns and changes that matter. This reduces the need for a dedicated analytics role and makes people data more accessible across the business.<\/span><\/p>\n<h2><strong>Using people analytics software examples in HR<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">People analytics becomes most valuable when it is used to answer everyday HR and management questions. Rather than focusing only on long-term strategy, many organisations use people analytics software to improve decisions at an operational level.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One common way to use software is <\/span><b>improving retention<\/b><span style=\"font-weight: 400;\">. By analysing turnover data alongside tenure, role, manager and engagement scores, HR teams can identify patterns in why employees leave. For example, data may show that new hires in a specific role are leaving within their first year. This insight allows HR to review onboarding, training or workload before turnover becomes more expensive.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Another practical use case is <\/span><b>absence management<\/b><span style=\"font-weight: 400;\">. People analytics software makes it easier to track absence frequency, duration and trends across teams. Instead of waiting for annual reviews, HR teams can monitor changes month by month. This helps identify teams at risk of burnout or roles where workload may be unsustainable, allowing earlier conversations and better support.<\/span><\/p>\n<p><b>Performance and development<\/b><span style=\"font-weight: 400;\"> is another area where people analytics adds clarity. By reviewing performance ratings alongside training completion and career progression, organisations can see whether development programmes are actually improving outcomes. This helps HR focus investment on initiatives that deliver real value.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">People analytics also supports <\/span><b>fairer decision-making<\/b><span style=\"font-weight: 400;\">. When data is centralised and standardised, it becomes easier to spot inconsistencies in pay, promotion or performance ratings. This helps organisations reduce bias and support equality, diversity and inclusion goals with evidence rather than assumptions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, people analytics improves <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/workforce-planning\/\"><b>workforce planning<\/b><\/a><span style=\"font-weight: 400;\">. By combining headcount, turnover and time and attendance data, HR teams can understand current capacity and plan for future demand. This is especially useful for growing organisations or teams with seasonal workloads.<\/span><\/p>\n<h3><strong>People analytics with Factorial<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Factorial is a people analytics platform designed to simplify HR data and turn it into clear insights. It brings together absence, time tracking, performance, engagement and workforce data in one system, making reporting faster and more accurate.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of Factorial\u2019s key strengths is One, its <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/factorial-launches-ai-agent\/\"><span style=\"font-weight: 400;\">AI-powered agent<\/span><\/a><span style=\"font-weight: 400;\">. One uses your company\u2019s data to answer questions in plain language. HR teams, managers and employees can ask about attrition rates, employee satisfaction or absence trends and get clear summaries without building reports manually. This helps teams understand what is happening and why, without needing advanced analytics skills.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Factorial also helps clean up messy HR data. With everything in one place, it is easier to keep records accurate, track top <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/hr-kpis\/\"><span style=\"font-weight: 400;\">HR KPIs<\/span><\/a><span style=\"font-weight: 400;\"> over time and share insights with stakeholders. This allows HR teams to focus on action rather than administration.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you want to see how Factorial\u2019s people analytics software works in practice, <\/span><a href=\"https:\/\/factorialhr.co.uk\/request-demo\"><span style=\"font-weight: 400;\">book a demo<\/span><\/a><span style=\"font-weight: 400;\"> and explore how better <\/span><a href=\"https:\/\/factorialhr.co.uk\/hr-reports\"><span style=\"font-weight: 400;\">HR reporting software<\/span><\/a><span style=\"font-weight: 400;\"> can support smarter decisions across your organisation.<\/span><\/p>\n<div class=\"factorial-banner inline-banner banner-demo category-hr-tech\"\n    data-banner-id=\"167129\"\n    data-banner-type=\"demo\"\n    data-category=\"HR Tech\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Want see more of Factorial?<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">Automate your workflows<\/li>\n                                                                                                <li class=\"not-prose\">Save time &amp; effort<\/li>\n                                                                                                <li class=\"not-prose\">Centralise HR &amp; finance with one platform<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorialhr.co.uk\/request-demo\"\n                    class=\"factorial-cta-button not-prose demo btn-brand\" data-cta=\"demo\" data-cta-position=\"inline-banner\">\n                    Get a demo                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/09\/01114707\/Discover-banner-factorial-laptop.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h2><strong>Frequently asked questions about people analytics software<\/strong><\/h2>\n<h4><strong>1. What is people analytics?<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">People analytics is the process of collecting and analysing employee data to improve business and people outcomes. It helps organisations understand patterns in areas such as performance, engagement, absence and turnover, so they can make better decisions based on evidence rather than assumptions.<\/span><\/p>\n<h4><strong>2. What\u2019s the difference between HR metrics and HR KPIs?<\/strong><\/h4>\n<p><a href=\"https:\/\/factorialhr.co.uk\/blog\/metrics-hr-best-practices\/\"><span style=\"font-weight: 400;\">HR metrics<\/span><\/a><span style=\"font-weight: 400;\"> are measurements that track specific data points, such as absence rate or time to hire. HR KPIs are a smaller set of metrics that are linked to business goals. KPIs focus on what matters most and help measure progress towards success.<\/span><\/p>\n<h4><strong>3. What are the most useful people analytics KPIs for small businesses?<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">Small businesses often focus on simple, high-impact KPIs. These may include employee turnover rate, absence rate, <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/time-to-hire-definition-how-to-calculate-it\/\"><span style=\"font-weight: 400;\">time to hire<\/span><\/a><span style=\"font-weight: 400;\">, engagement scores and average overtime. Tracking a small number of clear KPIs makes it easier to act on insights without extra complexity.<\/span><\/p>\n<h4><strong>4. Does people analytics need to comply with UK GDPR requirements?<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">Yes. People analytics must comply with <\/span><a href=\"https:\/\/factorialhr.co.uk\/blog\/hr-compliance-uk-gdpr\/\"><span style=\"font-weight: 400;\">UK GDPR<\/span><\/a><span style=\"font-weight: 400;\"> and data protection laws. This means collecting only necessary data, keeping it secure and being transparent with employees about how their data is used. Using compliant HR software helps organisations manage these responsibilities more easily.<\/span><\/p>\n<h4><strong>5. What KPIs can I measure using Factorial\u2019s people analytics?<\/strong><\/h4>\n<p><span style=\"font-weight: 400;\">With Factorial, you can track a wide range of KPIs, including headcount, turnover, absence, time and attendance, engagement, performance and workload trends. Factorial\u2019s people analytics tools and AI agent One help turn this data into clear insights without manual reporting.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>HR teams have a huge amount of data at their disposal. Absence records, performance reviews, engagement surveys, pay information and turnover figures are all stored somewhere. Yet many organisations still rely on instinct, spreadsheets or delayed reports when making decisions, and worse, many teams do not take advantage of this information and the role insights<a href=\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":208,"featured_media":22897,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[906],"tags":[],"class_list":["post-22874","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tech-en-gb"],"acf":{"topics":"hr-software"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>People Analytics Software: turning HR data into better decisions<\/title>\n<meta name=\"description\" content=\"People analytics software helps UK organisations turn HR data into clear data. See how the right platform improves productivity &amp; compliance.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"People Analytics Software: Turning HR Data into Better Decisions\" \/>\n<meta property=\"og:description\" content=\"People analytics software helps UK organisations turn HR data into clear data. See how the right platform improves productivity &amp; compliance.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/people\/Factorial\/100064908455810\/\" \/>\n<meta property=\"article:published_time\" content=\"2020-07-06T14:07:52+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-02T09:33:02+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2020\/07\/06154608\/people-analytics.png\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Benjamin McBrayer\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:site\" content=\"@factorialapp\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Benjamin McBrayer\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"11 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\"},\"author\":{\"name\":\"Benjamin McBrayer\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#\/schema\/person\/de9e8aec46eaaee07727451648b11dd6\"},\"headline\":\"People Analytics Software: Turning HR Data into Better Decisions\",\"datePublished\":\"2020-07-06T14:07:52+00:00\",\"dateModified\":\"2026-02-02T09:33:02+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\"},\"wordCount\":2366,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#organization\"},\"articleSection\":[\"HR Tech\"],\"inLanguage\":\"en-GB\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\",\"url\":\"https:\/\/factorialhr.co.uk\/blog\/people-analytics-hr-data\/\",\"name\":\"People Analytics Software: turning HR data into better decisions\",\"isPartOf\":{\"@id\":\"https:\/\/factorialhr.co.uk\/blog\/#website\"},\"datePublished\":\"2020-07-06T14:07:52+00:00\",\"dateModified\":\"2026-02-02T09:33:02+00:00\",\"description\":\"People analytics software helps UK organisations turn HR data into clear data. 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