People analytics is the application of data analytics in HR. The goal is to ground personnel decisions in empirical evidence: who is likely to leave, which teams are particularly productive or strained, which training measures work, which locations attract which talent.
Classic data sources are HR systems, employee surveys, performance reviews, recruiting data and – increasingly debated – communication and activity data. Tools range from simple dashboards to statistical models and full ML applications.
The value is high when people analytics is used strategically. Risks are equally significant: data protection, co-determination and psychological safety must be preserved. Works councils and staff councils must be involved when data on behaviour or performance is collected.
For candidates, people analytics is indirectly relevant: organisations that handle it responsibly typically signal mature HR practices overall – a useful selection criterion.