The article explains common use cases for analytics. It shows how HR admins, managers, and business leaders apply analytics to improve decision-making, track trends, and measure outcomes. The dashboard helps them make informed decisions about HR operations, employee engagement, satisfaction, and growth.
Learn more in introduction to analytics for an overview of analytics and its sections.
Use case 1: Building HR scorecards for leadership meetings
Problem: HR teams need to share key metrics (like headcount, attrition, and engagement) with leadership during monthly or quarterly reviews, but the data is spread across different tools.
Solution: With exportable charts, filters, and section-wise views, HR can build clear, consistent scorecards tailored by department, location, or business unit.
Outcome: HR admins can create consistent, on-demand reports for leadership reviews, saving time and enhancing the credibility of HR reporting.
Use case 2: Monitoring HR trends over time
Problem: HR teams need to track whether interventions are working and how key metrics evolve over time.
Solution: The dashboard provides time-series views of engagement, attrition, and other metrics, with filters for interventions or events.
Outcome: HR teams can monitor the effectiveness of programs and interventions over time, helping them make adjustments based on historical patterns.
Use case 3: Measuring learning program success
Problem: The learning and development team has launched multiple learning programs, but lacks visibility into their effectiveness and impact on employee performance.
Solution: The learning analytics dashboard shows who is participating in the programs and whether those employees are performing better or showing high productivity.
Outcome: The learning and development team can measure program effectiveness, improve learning strategies, and demonstrate the ROI of training initiatives.
Use case 4: Measuring the impact of people-related initiatives
Problem: It’s unclear whether people-related initiatives, like learning programs or career development plans, are improving performance or engagement.
Solution: The dashboard correlates initiative participation with performance and engagement metrics.
Outcome: HR leaders can validate whether initiatives such as learning programs or growth plans are driving desired outcomes and refine strategies accordingly.
Use case 5: Empowering managers lead better conversations
Problem: Managers struggle to conduct meaningful 1:1s due to a lack of accessible data on their team's performance, engagement, or development.
Solution: Dashboards show team trends and individual progress, helping managers quickly understand their team's performance and engagement.
Outcome: Managers can have more focused, timely, and productive conversations supported by real data.
Use case 6: Identifying workforce gaps and risks
Problem: Leaders need visibility into underperformance, disengagement, or diversity gaps across the organization.
Solution: The dashboard highlights low-performing teams, declining engagement scores, and DEI imbalances by department or location.
Outcome: Business leaders and HR admins can proactively detect and address underperformance, disengagement, or DEI gaps, minimizing risk and supporting healthier teams.
Use case 7: Analyzing correlations between HR drivers
Problem: It’s difficult to understand how different HR factors, like learning, growth, and performance, interact.
Solution: The dashboard enables cross-metric analysis to uncover relationships between learning activity, performance ratings, and engagement levels.
Outcome: HR analysts and business leaders can uncover relationships between people metrics, such as how training influences engagement or how growth opportunities impact performance. This helps them make more informed and strategic decisions.
Use case 8: Improving diversity, equity, and inclusion (DEI) efforts with data
Problem: Leadership wants to know if hiring and promotions are inclusive, but current DEI reports are scattered and manually compiled.
Solution: The diversity and inclusion analytics dashboard offers a centralized view of diversity metrics across roles, teams, and time.
Outcome: HR can identify unfair differences in how employees are promoted or hired and take action to improve diversity and inclusion in the workplace.
These use cases demonstrate how the analytics supports both operational efficiency and strategic decision-making, enabling leaders to act with clarity, precision, and impact.