HR Analytics: Using data to strengthen decisions

Statistics show that only 23% of employees are fully engaged, 29% feel supported in growth, and 4 in 10 are considering leaving. Yet many HR teams still rely on instinct rather than insight. Managers see the signs: low commitment, stalled career growth, and employees quietly planning to leave. But few have the tools to respond proactively.

In our recent webinar, Beyond Data and Arch tackled this topic and gave some practical insights on how to empower HR to anticipate challenges, act strategically, and improve engagement, retention, and performance. 

The Next Step for HR: Turning Data into Strategy 

By 2030, nearly half of all employees will need new skills to keep up with change. HR teams must identify which capabilities will stay critical and plan workforce development accordingly. HR Analytics helps to move from reactive to proactive decision-making. Instead of just understanding why absenteeism increased in a shift, teams can spot departments at risk of higher turnover and take action before problems escalate, such as offering coaching, training, or other support. This data-driven approach allows HR teams to act strategically and shape a workforce that is prepared for the future.

How Data Supports Better HR Decisions 

HR Analytics starts with gathering all the important information from employee files, surveys, and reports, into a unified view. Using the right analytics platforms, HR teams can then: 

• See current workforce data anywhere – quickly understand who’s on your team and how they’re doing. 

• Get alerts when issues arise – like high absenteeism or low engagement, so you can act fast. 

• Spot pay or development gaps – identify where some teams or employees may need extra support. 

• Test “what-if” scenarios – for example, see how training, promotions, or raises could improve retention and satisfaction. 

These capabilities allow leaders to act proactively and confidently and make decisions that truly support people and business goals. 

Bringing Data to Life: Real HR scenarios 

1. Real-Time Workforce Insights 

One of our customers, a healthcare provider, uses HR Analytics to monitor staffing in real time. When absenteeism exceeds a threshold, managers receive an alert, enabling them to adjust workloads and maintain quality care before burnout spreads.

2. 360° Employee Overview and Development 

HR teams can analyze workforce composition, including gender, salary, training participation, and career progression, to identify gaps or inequities and take targeted actions to improve engagement. This allows for example to highlight departments where training uptake is low and align development plans accordingly. 

3. Predictive Insights for Retention and HR Decisions 

By combining structured and unstructured data, HR teams can predict attrition probability and test scenarios, such as promotions, training, or salary adjustments.

Using the appropriate tools, you now also have the possibility to ask questions in natural language and receive answers drawn directly from company documents (CVs, contracts, emails, and reports). The results are verified answers with source references, saving hours of manual searching. 

The Outcome: HR as a Strategic Partner 

By combining human insights with reliable data, HR moves beyond a support function to become a strategic driver of business outcomes. HR Analytics equips leaders to act with confidence, enhance employee satisfaction and engagement, and strengthen long-term workforce performance.

At Select Advisory, we help organizations make smarter people decisions, creating a workforce that is engaged, capable, and ready for the future. 

Do you want to review the full webinar? The recording is available here. Or don't hesitate to contact us directly to discuss your specific needs.