HR Analytics vs. People Analytics: What’s the Difference?

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Today, every business activity, from sales and marketing to recruitment and onboarding of new hires, generates a significant volume of data. Businesses that monitor this data strategically and leverage data insights can reap the benefits through reduced costs, higher revenues, and higher profits. 

Two types of data solutions in particular—human resource (HR) analytics and people analytics—are emerging as valuable assets for businesses looking to transform their work culture and bottom line. However, businesses tend to confuse the two or use them interchangeably. 

Though there are some overlaps, these solutions comprise two distinct data sets that play unique roles in helping businesses make data-driven decisions.

In this blog, we will compare HR vs People Analytics, outline the differences, and highlight the benefits of leveraging People Analytics solutions to optimize business success. Let’s dive in!

HR Analytics vs People Analytics

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Let’s start by understanding HR and people analytics individually, along with some concrete examples of each:

1. HR Analytics with Examples 

HR analytics solutions yield data insights that are connected to the HR function and its various processes.

The processes comprise recruitment, onboarding new hires, monitoring employee

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