New partnership with HR Acuity and Deb Muller.

We’re excited to announce our strategic partnership with People Results, a premier workforce solutions and analytics consultancy.   Together, we’re combining HR Acuity’s employee relations platform with People Results’ advanced data science to turn people data into predictive intelligence - driving advanced analytics, actionable insights and evidence-based decisions that demonstrate the value of employee relations.   As our trusted analytics partner, People Results will: - Elevate our analytics platform, dashboards and community conversations - Co-create insights for olivER™, our AI-powered ER companion - Serve as our recommended partner for advanced analytics consulting - Bring expert analytics leadership to our 7,000+ empowER™ Community   Turning data into action is how we build transparent, accountable, trusted workplaces and People Results is helping us lead the way. #EmployeeRelations #HRTech #PeopleAnalytics #WorkplaceAnalytics #empowER https://lnkd.in/eUhreM9N

Exciting News! People Results is joining forces with HR Acuity, the leader in employee relations and investigation management solutions. "This collaboration will strengthen the role of data in employee relations by integrating advanced analytics, predictive insights, and evidence-based decision-making across HR Acuity’s growing empowER community—now approaching 7,000 employee relations professionals." Read more here about this strategic partnership: https://lnkd.in/gs7ra3wq Fiona Jamison, Ph.D. Deb Muller

"Many HR tools offer people analytics – what makes atwork different?” Our CEO Marco Meister explains why true people analytics goes far beyond descriptive data — and how atwork goes three steps further with diagnostic, predictive and prescriptive analytics. But that’s just the beginning! In the full video, he reveals how this approach helps organizations understand where to take action, how to take action, and predict, simulate and quantify the business impact of employee surveys. 🎥 Don’t miss his full explanation — watch the video to learn what really sets atwork apart. #PeopleAnalytics #HRTech #PredictiveAnalytics #EmployeeExperience #atworkai

𝗬𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗺𝗮𝗻𝗮𝗴𝗲 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻’𝘁 𝗺𝗲𝗮𝘀𝘂𝗿𝗲. Most organisations are sitting on workforce data, but very few are making real use of it. Entelligently changes that. It connects to existing systems and turns HR, engagement, and productivity metrics into decision-ready insight. ✔ Understand workforce trends ✔ Spot early signs of risk ✔ Empower leaders with real-time data The result? Smarter, faster people decisions that are based on facts, not hunches. If your organisation wants to lead with evidence, not just instinct, Entelligently can help. 📎 Learn more: https://lnkd.in/e84_4BUE #HRAnalytics #WorkforceInsight #PeopleData #Entelligently #KnowNow

Over the weekend, our People Analytics community ( US, Europe, & MENA region) gathered HR and data leaders for a panel that focused on one critical idea:  The future of HR belongs to those who can connect people data to business decisions and outcomes. It's time to move past intuition and make every HR choice evidence-based. Here are the key action-oriented insights we shared for transforming HR: 1. Data Storytelling = Action: Stop making "flashy dashboards." Use data visualization to tell a story that drives a change in behavior. One simple shift in a dashboard's narrative revealed our "turnover problem" was actually an onboarding issue—a small insight that led to big results. 2. Prove ROI: People analytics must speak the language of the business. We discussed connecting HR outcomes (like retention, performance etc.,) directly to metrics that matter most to the C-suite, such as revenue and EBITDA. 3. Collaboration is Key: Analytics is a team sport. When HR, IT /Ops & Finance collaborate, you get real business impact. HR provides context, IT ensures governance, and Finance links the outcomes to the budget. 4. Predictive Power (Case Study): A retail company is now saving over €2M annually by combining HR and sales data to accurately forecast staffing needs and automate scheduling, directly improving customer service. 5. Start Small, Think Big: For smaller organizations, you don't need expensive systems. You just need curiosity, consistency, and a sharp focus on one high-impact metric to start creating value. A big thank you 🙏 to my fellow panelists and everyone who contributed to such a practical and inspiring discussion. https://lnkd.in/gWns-Zpw If you’re passionate about building an evidence-based HR function, stay tuned! We'll be sharing more real-world examples in upcoming sessions. #PeopleAnalytics #HRTech #DataDrivenHR #FutureofWork   #PeopleAnalytics #HRAnalytics #DataDrivenHR #SocietyForPeopleAnalytics #MENA #HRCommunity #HumanResources #HRTransformation #PeopleInsights

📊 𝗛𝗥 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 𝗥𝗼𝗮𝗱𝗺𝗮𝗽, My Step-by-Step Guide to Data-Driven HR As HR professionals, we’re moving beyond instincts to evidence-based decisions and this roadmap shows how. ➟ 1. Understand HR Analytics · It’s about using employee data to uncover patterns that improve hiring, engagement, and retention. ➟ 2. Follow These Key Stages · Every HR analytics journey starts with accurate data collection, moves through cleaning and analysis, and ends with visualization that drives smarter decision-making. ➟ 3. Apply These 4 Tips for Success · Start small pick one issue like attrition. · Keep learning tools like Excel or Power BI. · Collaborate with managers for relevance. · Always measure impact HR’s ROI matters. ➟ 4. Avoid These Mistakes · Never ignore data quality. · Don’t rely on tools without interpreting insights. · And most importantly tell the story behind the data. This roadmap helps turn raw HR data into meaningful insights that guide real people decisions. #HRAnalytics #DataDrivenHR #HumanResources #MBAHR #PeopleAnalytics #FutureOfWork #HRInsights

I’ve been exploring ways to make HR data more meaningful — and I recently built this HR Analysis Dashboard to turn numbers into a story about people. It tracks everything from active employees, new hires, and separations to tenure, age groups, and regional growth. Seeing the patterns visually made such a difference — for example, spotting which regions retain employees longer or which age group drives most of the hiring activity. What I loved most about this project was how data visualization bridges HR and strategy. It’s not just charts and bars — it’s about understanding the workforce, predicting needs, and supporting better decisions. This dashboard reminded me how powerful analytics can be when used to tell a story — one that helps teams grow smarter, not just bigger. https://lnkd.in/dMuNcWpr

🎯 From data to decisions: My Talent Analytics Dashboard is designed to empower HR leaders! Proud to share my Talent Analytics Dashboard — a tool designed to help HR professionals visualize key workforce metrics, identify trends, and make smarter talent decisions. Whether it’s tracking employee performance, turnover, or diversity, this dashboard brings clarity to complex data. Let’s connect if you want to discuss how data can transform talent management or if you need any help in creating. #TalentAnalytics #HRData #DataDrivenHR #Dashboard #WorkforcePlanning

Recently reflecting on how Business Intelligence is reshaping HR analytics and the way we understand workforce data. Sharing a few thoughts on the evolving role of data in supporting people decisions. Transforming People Data into Insights: The Role of Business Intelligence in HR Analytics In today’s dynamic workplace, people data has become one of the most valuable assets for organizations. Through the lens of Business Intelligence (BI), HR analytics is evolving from traditional reporting into strategic decision-making. By integrating workforce data across multiple sources, BI enables teams to identify patterns, track trends, and support leaders with actionable insights. Dashboards and reports are not just tools—they serve as a bridge between data and people, helping organizations understand employee engagement, attrition patterns, and workforce diversity. What I find most impactful is how visualization brings clarity to complexity. When data is presented meaningfully, it empowers HR and business leaders to make informed, human-centered decisions. Ultimately, People Analytics is about more than numbers—it’s about understanding the stories behind them. When data meets empathy, insights turn into meaningful actions. 💬 How do you think organizations can use data to better support their people? #PeopleAnalytics #BusinessIntelligence #DataDrivenDecisions #HRAnalytics #PowerBI

🔍 The Human Side of Data: Can Analytics Coexist with Empathy? The rise of HR analytics has been revolutionary — we can predict attrition, identify potential, and even forecast engagement. But here’s the catch: data doesn’t feel, people do. The most effective HR analytics combine numbers with nuance. I’ve used data to uncover patterns — but it’s the conversations afterward that bring those numbers to life. Analytics can’t replace empathy; it can amplify it. When we use insights to drive meaningful actions — better coaching, fairer pay, balanced workloads — we bridge data and humanity. The magic happens when data asks questions that empathy answers. 💡 How do you balance people analytics with human judgment in your organization? #HRAnalytics #PeopleInsights #HRLeadership #FutureOfWork #DataDrivenHR