Everything you need to know about People Analytics in 2025

At a time when every data counts, People Analytics are positioning themselves as real game-changers for companies aspiring to human resources management with a more human and more strategically optimized base. This article opens the door to the world of People Analytics in 2025, revealing how in-depth analysis of employee data allows managers and leaders to build better and more inclusive organizations.

Based on relevant statistics, key performance indicators (KPIs) and innovative metrics, we explore how French companies use these analytical tools to refine their strategic decisions, from selecting candidates to retaining the most valuable talent.

This journey to the heart of People Analytics will show you the crucial importance of data-driven analysis in identifying and exploiting the human potential, highlighting best practices and unexplored opportunities to improve productivity, the motivation and diversity within teams. Embark on this analytical journey to understand how data, used wisely, can become the engine for a profound and lasting transformation of organizational culture.

1 - Evolution of People Analytics: where are we in 2025?

1.1 - The impact of AI and Big Data

THEAI and big data have become drivers of change for People Analytics. Thanks to these technologies, organizations now have access to an unprecedented mass of data, from diverse sources such as HR systems, social networks, sensors, or mobile applications.

This data can be analyzed using advanced tools such as machine learning, natural language processing, or computer vision, paving the way for Insights relevant and personalized on individuals and talents. AI and Big Data facilitate the transition from a descriptive staff approach to a predictive approach and prescriptive, anticipating the needs, behaviors, and outcomes of employees to recommend the best possible actions.

1.2 - The growing importance of data privacy

While AI and Big Data are increasing the opportunities for People Analytics, they also highlight the challenges in terms of data confidentiality. Employees, increasingly vigilant and concerned about the management of their personal data, are asking for more transparency, control, and consent.

Businesses are therefore required to comply with strict regulations, such as the GDPR in Europe, and to adhere to ethical principles of data minimization and security. They must also build a relationship of trust with their staff, by promoting the benefits of People Analytics, by engaging them in the process, and by ensuring the protection of their privacy.

2 - The benefits of People Analytics for organizations

2.1 - Improving recruitment processes

Faced with the challenge of attracting, selecting, and retaining talent, People Analytics offers organizations tools to move forward with confidence by allowing them to save time and:

• Identify the sources of recruitment the most effective and profitable, thanks to the evaluation of the return on investment for each channel.
• Predict the quality and relevance of candidates by deploying algorithms of Matching that take into account the skills, personality and culture of the company.
• Decrease The turnover rate among new employees by analyzing retention factors and implementing targeted actions.
• Optimize the selection stages using cutting-edge assessment tools such as Yuzu, a New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills) created after several years of R&D with researchers in Psychology and Neuroscience.

With Yuzu, talents are immersed in Situations developed with the latest technologies of Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

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The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills in a strong and fun moment.

2.2 - Optimizing employee productivity and well-being

Employee well-being and productivity play a crucial role in the competitiveness and overall performance of the organization. Thanks to People Analytics, it is possible to:

• Measuring and improvingemployee engagement, through periodic surveys, instant feedback or behavioral indicators.
• Identify and encourage the development of skills among employees, based on adaptive learning platforms, tailored recommendations and rewards systems.
• Adapting the work environment to the specific needs of employees, through the use of sensors, mobile applications or workplace flexibility solutions.
• Prevent and manage psychosocial risks by using early detection tools, support programs and awareness-raising campaigns.

2.3 - Support for strategic HR decision making

The adoption of strategic human resources decisions is essential for the alignment of HR actions with the vision, mission and goals of the organization. People analytics play a key role in helping organizations:

• Harmonize HR strategy with business goals, through the use of dashboards, of Scorecards, or causal analysis models.
• Optimize workforce planning through scenarios, simulations, and predictive tools.
• Concretely assess the impact of HR initiatives by adopting methods of experimentation, control or attribution analysis.
• Communicate effectively and influence decision makers and other stakeholders through data visualizations, narrative focuses or targeted information recommendations.

3 - Best practices for implementing People Analytics in 2025

3.1 - Identify key objectives and issues to be resolved

Adopting People Analytics starts with the precise definition of goals to be achieved and challenges to overcome. Far from being an innocuous approach, it meets very specific organizational challenges.

To achieve this, it is advisable to:

• Harmonize the goals of People Analytics with the global strategy of the company and its priorities.
• Identify the stakeholders, both internal and external, concerned by these analyses and understand their needs and expectations.
• Prioritize goals based on their potential impact, their feasibility and their urgency.
• Formalize the objectives in a way SMART (Specific, Measurable, Achievable, Realistic, Time-Based).

3.2 - Choosing the right tools and technologies

Selecting tools and technologies is essential to take full advantage of People Analytics. The market offers a variety of solutions, but not all of them fit your specific needs. So here's how to do it:

• Accurately assess the status of your data, computer systems, and analytics capabilities.
• Determine the technical and functional needs specific to the tools and technologies required.
• Compare the various solutions available taking into account their costs, quality, safety and compatibility with existing systems.
• Conduct rigorous testing of selected tools prior to deployment across the organization.

3.3 - Ensuring ethics and compliance in the use of data

Ensuring ethics and complying with legal standards in the use of personal data is crucial in the context of People Analytics. To do this, it is important to:

• Comply with regulations such as RGPD in Europe, and comply with international principles, such as those of the OECD.
• Adhere to fundamental ethical principles such as transparency, explicit consent, minimization of collected data, data security, and purpose.
• Build a relationship of trust with employees, by clearly communicating the benefits of People Analytics, by actively involving them and by guaranteeing the protection of their privacy.
• Implement procedures for monitoring, verifying, and correcting data to maintain data accuracy and relevance.

3.4 - Train and involve HR and management teams

Finally, the successful adoption of People Analytics is based on the training and commitment of HR teams and managers.

It is vital to:

• Strengthen the analytical skills of teams through trainings, certifications or tailor-made support.
• Cultivate a Analytical culture within the organization, by promoting initiatives related to People Analytics.
• Promote collaboration and the sharing of data and analytics across all layers of the business.
• Strongly encourage the use of the insights provided by People Analytics in the decision-making process.

? To remember

Les People Analytics are crucial for exploiting data and advanced analytics with the aim of optimizing personnel and talent decisions within organizations. They offer a range of benefits: from improving recruitment process, to the increase in productivity and the well-being of employees, up to effective support for the strategic decision making in human resources (HR).

To effectively implement People Analytics, you need a clear vision, appropriate resources, and an open corporate culture. In 2024, best practices include identifying key goals and issues, selecting appropriate tools and technologies, maintaining ethics and compliance in data management, and training and actively engaging HR teams and leaders.