{"id":8162,"date":"2025-02-05T12:29:21","date_gmt":"2025-02-05T11:29:21","guid":{"rendered":"https:\/\/blog.structuralia.com\/?p=8162"},"modified":"2026-03-27T13:46:02","modified_gmt":"2026-03-27T12:46:02","slug":"people-analytics-para-rrhh","status":"publish","type":"post","link":"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh","title":{"rendered":"People Analytics in Human Resources"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_84 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\"><\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Contents\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#%C2%BFQue_significa_People_Analytics_para_los_RRHH\" >What Does People Analytics Mean for HR?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#Las_8_fases_de_madurez_de_la_analitica_en_las_empresas\" >The 8 Stages of Analytics Maturity in Companies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#%C2%BFComo_calcular_la_efectividad_de_los_procesos_de_Recursos_Humanos\" >How can you measure the effectiveness of Human Resources processes?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#Reclutamiento\" >Recruitment:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#Desarrollo_y_formacion\" >Development and Training:<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/blog.structuralia.com\/en\/people-analytics-para-rrhh\/#Los_4_pasos_de_un_proceso_de_seleccion_y_las_variables_fundamentadas_en_Analytics\" >The 4 Steps of a Recruitment Process and the Variables Based on Analytics<\/a><\/li><\/ul><\/nav><\/div>\n\n<figure class=\"wp-block-image aligncenter\"><img fetchpriority=\"high\" decoding=\"async\" width=\"570\" height=\"120\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Nuevo-Banner-Pequeno-Pharos2024.jpg\" alt=\"pharos cta recomendacion cursos\" class=\"wp-image-8185\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Nuevo-Banner-Pequeno-Pharos2024.jpg 570w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Nuevo-Banner-Pequeno-Pharos2024-300x63.jpg 300w\" sizes=\"(max-width: 570px) 100vw, 570px\" \/><\/figure>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><a href=\"https:\/\/www.youtube.com\/watch?v=vDxVLNJ3Np4\"><img decoding=\"async\" width=\"1200\" height=\"360\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Analkytics-Blog-2023-1.jpg\" alt=\"hombre en traje presenta people analytics en recursos humanos\" class=\"wp-image-8234\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Analkytics-Blog-2023-1.jpg 1200w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Analkytics-Blog-2023-1-300x90.jpg 300w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Analkytics-Blog-2023-1-1024x307.jpg 1024w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Analkytics-Blog-2023-1-768x230.jpg 768w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/a><\/figure>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img decoding=\"async\" width=\"1440\" height=\"700\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Madurez-People-Analytics-1.jpg\" alt=\"Madurez People Analytics\" class=\"wp-image-8235\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Madurez-People-Analytics-1.jpg 1440w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Madurez-People-Analytics-1-300x146.jpg 300w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Madurez-People-Analytics-1-1024x498.jpg 1024w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Madurez-People-Analytics-1-768x373.jpg 768w\" sizes=\"(max-width: 1440px) 100vw, 1440px\" \/><\/figure>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><a href=\"https:\/\/www.youtube.com\/watch?v=vDxVLNJ3Np4\"><img loading=\"lazy\" decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Video-Metricas-Analytics-RecursosHumanos-1.jpg\" alt=\"Video People Analytics RRHH\" class=\"wp-image-8236\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Video-Metricas-Analytics-RecursosHumanos-1.jpg 1280w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Video-Metricas-Analytics-RecursosHumanos-1-300x169.jpg 300w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Video-Metricas-Analytics-RecursosHumanos-1-1024x576.jpg 1024w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Video-Metricas-Analytics-RecursosHumanos-1-768x432.jpg 768w\" sizes=\"(max-width: 1280px) 100vw, 1280px\" \/><\/a><\/figure>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"1280\" height=\"720\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Ingeniero-Ambiental-sosteniendo-mapa-seleccion-candidato-1.jpg\" alt=\"Ingeniero sosteniendo mapa seleccion candidato\" class=\"wp-image-8237\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Ingeniero-Ambiental-sosteniendo-mapa-seleccion-candidato-1.jpg 1280w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Ingeniero-Ambiental-sosteniendo-mapa-seleccion-candidato-1-300x169.jpg 300w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Ingeniero-Ambiental-sosteniendo-mapa-seleccion-candidato-1-1024x576.jpg 1024w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Ingeniero-Ambiental-sosteniendo-mapa-seleccion-candidato-1-768x432.jpg 768w\" sizes=\"(max-width: 1280px) 100vw, 1280px\" \/><\/figure>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"1152\" height=\"300\" src=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Nerflix-RecursosHumanos-1.jpg\" alt=\"Colegas de oficina sentados en una mesa\" class=\"wp-image-8230\" srcset=\"https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Nerflix-RecursosHumanos-1.jpg 1152w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Nerflix-RecursosHumanos-1-300x78.jpg 300w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Nerflix-RecursosHumanos-1-1024x267.jpg 1024w, https:\/\/blog.structuralia.com\/wp-content\/uploads\/2025\/01\/Banner-Nerflix-RecursosHumanos-1-768x200.jpg 768w\" sizes=\"(max-width: 1152px) 100vw, 1152px\" \/><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>People Analytics in Human Resources Departments<\/strong> It contributes to optimal employee and company performance through more strategic decision-making.<\/p>\n\n\n\n<!--more-->\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/pharos.structuralia.com\/\"><\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>&nbsp;What do human resources managers need to perform their duties more effectively and strategically? <\/strong>Is knowledge of management alone enough to meet the needs of both employees and the company? Professionals can leverage the benefits of metrics and analytics to develop their skills with as little risk as possible.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Creating positive employee experiences, effectively attracting new talent, retaining current employees, planning for the company\u2019s growth, and making important decisions are tasks that can be easier to carry out if you take advantage of technological tools and data. At PHAROS\u2019s latest live event: <strong>\u00ab<\/strong><em><strong>\u00bbPeople Analytics: Analytics, Applied Science, and Data in Human Resources\" <\/strong><\/em>it<em>s <\/em>Attendees learned firsthand how to optimize human resources operations in a precise and productive manner. <strong>Emilio Velasco<\/strong> A business consultant and expert in People and Marketing Analytics as well as digital entrepreneurship, he was the expert who presented on the topic.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One of the main points Emilio made is that <strong>People Analytics<\/strong> It is the cornerstone around which the entire company must revolve, helping in a simple way to create <a href=\"https:\/\/blog.hubspot.es\/marketing\/que-es-analisis-predictivo\" target=\"_blank\" rel=\"noreferrer noopener\">predictive scenarios<\/a>. This article outlines the main points of the event, its stages, and the benefits of this science as applied to human resources, organized into four sections.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFQue_significa_People_Analytics_para_los_RRHH\"><\/span>What Does People Analytics Mean for HR?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The expert cites the <strong>Corporate Research Forum<\/strong>, in his definition of this specialty, where he states that: <em>\u00abPeople Analytics is not just about discovering data, but also about interpreting it and drawing meaningful conclusions.\u00bb.&nbsp;<\/em>As for its role in Human Resources, its importance lies in facilitating decision-making and generating the necessary insights to guide the company\u2019s organizational behavior. He then provided an introduction to the benefits of analytics for HR:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Improves decision-making:<\/strong> evaluating an employee's performance, identifying critical issues, pinpointing difficulties in performing tasks, and optimizing processes.<\/li>\n\n\n\n<li><strong>Improve the quality of the data provided:<\/strong> Intelligent data processing to create competitive experiences for the company's employees.<\/li>\n\n\n\n<li><strong>Creating positive experiences for employees:<\/strong> The data makes it possible to tailor our approach to meet the specific needs of each employee: salary, work schedules, available technology, etc.<\/li>\n\n\n\n<li><strong>Aligning Human Resources with the business's strategic direction:<\/strong> Measuring implemented processes and optimizing them as needed to carry out activities.<\/li>\n\n\n\n<li><strong>More Effective Design of Human Resources Processes<\/strong>: giving more attention to key aspects of the organization, such as listening to employees, understanding them, and addressing their needs.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Part of this process must be supported by a robust database infrastructure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Las_8_fases_de_madurez_de_la_analitica_en_las_empresas\"><\/span>The 8 Stages of Analytics Maturity in Companies<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Reaching the most advanced stage of human resources analytics in a company involves an 8-stage evolution:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Ad Hoc HR Measures:<\/strong> Reports requested among employees within the same company to demonstrate results and make decisions. Information is passed from person to person. &nbsp;<\/li>\n\n\n\n<li><strong>Benchmark:<\/strong> A comparison of the effectiveness of projects carried out by a company for process analysis and the level of efficiency achieved. This helps in making sound decisions for future projects. It can also be used to make comparisons with other companies and their processes.<\/li>\n\n\n\n<li><strong>Data systems and portals:<\/strong> databases and servers where professionals can access centralized information.<\/li>\n\n\n\n<li><strong>Statistical charts and tables:<\/strong> Immediate access to clear information on key aspects of the organization as a whole: performance metrics, employee surveys, customer reviews, and more.&nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Stages of Maturity for Analytics in HR: Webinar Excerpt<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%C2%BFComo_calcular_la_efectividad_de_los_procesos_de_Recursos_Humanos\"><\/span>How can you measure the effectiveness of Human Resources processes?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">It is possible to measure performance in the HR department using various metrics established for that purpose. According to the expert, these are some of the most essential ones:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reclutamiento\"><\/span>Recruitment:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Offer acceptance rate: the percentage of candidates who accept a job offer. Recruitment effectiveness and the ability to attract new talent.<\/li>\n\n\n\n<li>Average time to hire: the average time it takes to hire a new employee, from the date the job posting is published to the start date. It measures the efficiency and speed of the recruitment process.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Desarrollo_y_formacion\"><\/span>Development and Training:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Participation in training programs<\/strong>: percentage of employees who participated in training programs; that is, the organization's commitment to investing in training and employees' willingness to improve their skills.<\/li>\n\n\n\n<li><strong>Financial Return on Investment in Training Programs<\/strong>: comparing the benefits obtained and the costs incurred. &nbsp;<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Check out all the Human Resources metrics in the full webinar recording below:<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Los_4_pasos_de_un_proceso_de_seleccion_y_las_variables_fundamentadas_en_Analytics\"><\/span>The 4 Steps of a Recruitment Process and the Variables Based on Analytics<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The expert visually illustrated these processes, beginning with the breakdown of the job into variables:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Knowledge<\/strong>: academic credentials, formal education, prior experience.<\/li>\n\n\n\n<li><strong>Skills<\/strong>: informal learning, short-term certifications, organizational context, and previous tasks performed.<\/li>\n\n\n\n<li><strong>Attitudes<\/strong>: the candidate's personal values.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Step 2 involves setting filters and thresholds, which are divided into two scenarios:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Binary variables<\/strong>: essential requirements for a job position.<\/li>\n\n\n\n<li><strong>Continuous variables: <\/strong>minimum skills, experience, and knowledge that a candidate must possess, but which become more relevant when the candidate has a higher level of proficiency than that required for the position.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Finally, steps 3 and 4 involve assigning weights to the above variables to guide the recruiter\u2019s decisions\u2014whether in evaluating candidates, eliminating those who do not meet the criteria, or selecting the most suitable candidates.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">At Structuralia, we are committed to organizational development, which is why we regularly create new video conferences developed by experts from <strong>digital transformation <\/strong>y <strong>human resources<\/strong>, featuring the most interesting topics based on current trends for human resources managers and training specialists in the <strong>engineering<\/strong>, <strong>construction<\/strong>, <strong>energy<\/strong>&nbsp;e <strong>infrastructure<\/strong>. This ensures that professionals have the most up-to-date tools to support the growth, development, and transformation of their companies, enabling them to adapt to the demands of today's business models.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you want to know how <a href=\"https:\/\/pharos.structuralia.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">PHAROS<\/a> We can help you and provide comprehensive solutions for your employees' professional development through our comprehensive professional training service. You can sign up <a href=\"https:\/\/pharos.structuralia.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">here<\/a>. More than 1,000 specialized courses created by more than 550 active experts, with more than 100 companies already participating.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.youtube.com\/watch?v=vDxVLNJ3Np4\"><\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Fill in your information to access the full recording of the event: \u00abPeople Analytics: Analytics, Applied Science, and Data in Human Resources\u00bb<\/p>","protected":false},"excerpt":{"rendered":"<p>People Analytics in Human Resources departments helps ensure optimal employee and company performance through more strategic decision-making.<\/p>","protected":false},"author":9,"featured_media":8235,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_ayudawp_aiss_exclude":false,"_ayudawp_aiss_summary":"","_ayudawp_aiss_summary_provider":"","_ayudawp_aiss_summary_hash":"","footnotes":""},"categories":[268],"tags":[],"class_list":["post-8162","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ambito-laboral"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - 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