# Hr Analytics

> Use people analytics to answer workforce questions with data — turnover, hiring funnel, span of control, engagement drivers — responsibly. Use when building HR metrics, diagnosing people problems, or supporting leadership with workforce insight.

- Skill: `itsual/hr-analytics` (Agent Skill)
- Install (CLI): `npx skillmds@latest add itsual/hr-analytics`
- Raw SKILL.md: https://api.skillmd.com/api/skills/itsual/hr-analytics/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Data & Analytics
- Author: itsual (https://skillmd.com/u/itsual)
- Updated: 2026-09-21
- Page: https://skillmd.com/skills/itsual/hr-analytics

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# HR Analytics

## Overview

HR analytics turns people data into decisions. It requires clean definitions, appropriate methods, and ethical use of employee information.

## When to Use

- Turnover and retention analysis
- Recruiting funnel diagnostics
- Diversity and pay equity analytics support
- Workforce planning inputs
- Predicting risk with appropriate caution

## Core Practices

- Define metrics precisely (e.g., what counts as regrettable turnover)
- Build trusted data pipelines from HRIS and related systems
- Segment before prescribing global fixes
- Pair quantitative findings with qualitative context
- Protect privacy and avoid unfair automated decisions
- Present insight as decisions and actions, not only charts

## Principles

- Bad definitions produce confident nonsense
- Correlation is not causation — especially in people data
- Transparency with employees about data use builds trust
- Analytics without operational owners changes nothing

## Verification

- [ ] Metric dictionary exists for key measures
- [ ] Analyses lead to owned actions
- [ ] Privacy and ethics constraints are respected