People Analytics

We help organizations make better decisions for their business and their employees, facilitating the transformation process and quantifying the impact of their decisions.
Towards a decision model based on facts and data.
Towards a decision model based on facts and data.
People analytics programs are changing the nature of human capital management. We are moving towards a process of continuous evolution, flowing from a transactional role to one focus on strategic contribution.
The data rules.
The data rules.
In the coming years, human resources areas will go from being recognized for decision-making based on intuition to deciding based on facts and data. Supported by this paradigm shift, from Digital HR South Lab, we offer companies a set of tools, techniques and approaches that facilitate the transition process.
People Analytics
(combination of HRM, data analytics, and finance)
People Analytics (combination of HRM, data analytics, and finance)
Talent Analytics Maturity Model
Level 4: Predictive Analytics
  • Development of predictive models, scenario planning
  • Risk analysis and mitigation, integration with strategic planning
Level 3: Advanced Analytics
  • Segmentation, statistical analysis, development of “people models”
  • Analysis of dimensions to understand cause and delivery of actionable solutions
Level 2: Advanced Reporting
  • Operational Reporting for benchmarking and decision making
  • Multidimensional analysis and dashboards
Level 1: Operational Reporting
  • Ad-hoc Operational Reporting for measurement of efficiency and compliance
  • Reactive to business demands, data isolation and difficult to analyze
Of course we trust on intuition.
Of course we trust on intuition.
We must never forget that we work with people who go through job stimulus and challenges; human beings that think, feel and reflect. However, we believe that an approach based on facts and numbers helps organizations to trust their data.
People Analytics let the human capital management to quantify both the effort and impact of their actions to make better decisions and deploy a thorough analysis based on evidence. In this way, HR would speak about its management using the same language applied by the rest of the areas within a company: numbers.
HR as a strategic partner.
HR as a strategic partner.
We believe that HR can only become a true strategic partner when it quantifies its own impact and actively influences business decisions.
We understand that it is time to stop accumulating data and start using it in an integrated way. Immersed in the digital age and the characteristics of the new normality, we help our clients to use this data to analyze the problems that emerge from people management, evaluating the impact of their policies and connecting them with business results.
Services
First we analyze the needs of each company and its people. Then we design and offer tailor-made solutions.