People analytics software for smarter workforce planning
Use connected HR, payroll, time and talent data to analyse how your workforce is changing over time, identify patterns across the organisation, and support longer-term workforce planning.
Understand how your workforce is changing over time
People analytics helps organisations understand the workforce trends that influence long-term planning, talent decisions and business performance.
Without a connected view of workforce data, it can be difficult to answer important questions such as:
- Which teams are experiencing higher levels of employee turnover?
- Where are workforce costs increasing and why?
- Are development and progression programmes leading to internal mobility?
- Which parts of the organisation are growing, shrinking or changing most rapidly?
- What workforce risks could affect future business performance?
By bringing together HR, payroll, time and talent data, people analytics helps organisations identify patterns, understand workforce trends and make better-informed planning decisions.
How people analytics works in HCM
People analytics is built into ADP’s HCM platform, connecting data across payroll, HR, talent and workforce systems to provide consistent insight into workforce trends.
- Forward-looking workforce planning
- Workforce composition and trends
- Retention and workforce stability
- Talent activity and internal mobility
- Pay, cost and workforce value
Forward-looking workforce planning
Organisations often need to make decisions about future hiring, workforce growth and capability requirements before skills gaps or resource constraints begin affecting performance.
- Understand how workforce size and structure are changing over time
- Track headcount trends across departments, regions and business units
- Use workforce data to support future hiring and resource planning
Planning workforce needs earlier can help organisations prepare for growth, avoid skills shortages and make more informed hiring decisions.
Workforce composition and trends
Understanding who makes up your workforce is essential when managing growth, succession planning and long-term organisational development.
- Analyse workforce demographics across teams and locations
- Track changes in workforce composition over time
- Identify patterns in workforce growth, movement and structure
Visibility into workforce trends helps organisations understand how their employee population is evolving and where future workforce challenges may emerge.
Retention and workforce stability
Employee turnover can affect productivity, increase recruitment costs and reduce organisational knowledge if not properly understood and monitored.
- Monitor employee turnover across different workforce groups
- Identify areas of higher workforce stability or attrition
- Compare retention patterns across locations and business units
Understanding where employees are leaving and why helps organisations take proactive steps to improve retention and reduce replacement costs.
Talent activity and internal mobility
Organisations often invest heavily in attracting and developing talent, but it can be difficult to understand whether employees are progressing and growing within the business.
- Track internal movement across roles, teams and locations
- Monitor promotion and progression activity over time
- Analyse patterns in career development and workforce mobility
Internal mobility can reduce reliance on external hiring, lower recruitment costs and help employees build long-term careers within the organisation.
Pay, cost and workforce value
Workforce costs are often one of an organisation's largest investments, making it important to understand how these costs vary across different parts of the business.
- Analyse workforce costs across teams, departments and locations
- Combine workforce and payroll data within a single view
- Track cost trends alongside workforce changes over time
Understanding workforce costs alongside organisational trends helps leaders identify where investment is delivering value and where additional attention may be required.
Part of a connected HCM platform
People analytics is not a standalone tool. It is built on connected data across payroll, HR, time and talent systems.
This allows organisations to:
- Use consistent data definitions across systems
- Reduce manual reporting and data reconciliation
- Maintain a single view of workforce activity across regions
Supporting workforce planning across the organisation
People analytics is used by different teams to understand workforce trends and support planning across the organisation.
HR leadership and people strategy
Analyse workforce composition, retention and development trends to support workforce planning and long-term people strategy
Talent and organisational development
Track hiring, mobility and progression to understand how employees move through the organisation and where development gaps may exist
Finance and business operations
Connect workforce and payroll data to understand labour costs, track changes over time and support planning across business units
Business leaders and managers
Use consistent workforce data to review team structure, monitor changes and understand how their organisation is evolving
Getting started with people analytics
1
Speak to our team
Discuss your workforce data, reporting requirements and how people analytics fits into your organisation’s planning and decision-making processes
2
Define your analytical approach
We help identify relevant data sources, reporting structures and key trends to track across HR, payroll and workforce systems
3
Get up and running with connected analytics
Access people analytics through ADP’s HCM platform, with structured onboarding to ensure consistent data, reporting and visibility from the outset
Explore related HR and workforce solutions
People analytics works alongside HR, payroll and workforce tools to provide a broader view of your organisation over time.
Human capital management (HCM) software
Bring together HR, payroll and workforce data in a single system.
Manage reporting, data accuracy and compliance across HR and payroll.
Provide workforce cost data and reporting to support planning.
Monitor operational performance, staffing and labour efficiency.
FAQs
How is people analytics different from workforce analytics?
People analytics focuses on longer-term workforce trends such as retention, mobility and workforce structure. Workforce analytics is typically focused on operational data such as scheduling, attendance and labour efficiency.
What data is included in people analytics?
People analytics combines data from HR, payroll, talent and workforce systems, including headcount, tenure, pay, internal movement and workforce structure.
How does people analytics support workforce planning?
It allows organisations to analyse historical and current workforce trends, helping identify patterns and changes that can inform future workforce planning.
How does ADP ensure data consistency in people analytics?
Data is drawn from connected systems within the HCM platform, using consistent definitions across HR, payroll and workforce data to avoid discrepancies from manual reporting.
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Call us at: 0800 1707 677
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