Coming soon · Book Profile
People Analytics For Dummies
A practical primer on applying data, science, statistics, and systems to human resources decisions so companies can attract, activate, and retain talent while becoming better places to work.
A profile of this book is on the way.
What it’s about
People Analytics For Dummies makes the emerging discipline of evidence-based HR accessible to executives, HR professionals, and analysts alike. Pioneer Mike West, who helped build people analytics functions at Merck, PetSmart, Google, and others, argues that what makes companies great is people—and that data analysis of people at work is the new management frontier. The book lays out a complete, lean framework: define the business problem first, segment your workforce for perspective, quantify the employee journey through the triple-A lens of Attraction, Activation, and Attrition, and use surveys, correlation, multiple regression, prediction, and experiments to turn fuzzy ideas about people into measurable, actionable insight. Rather than chasing systems, perfect data, or the latest analytical fad, West teaches readers to start with strategy, measure what matters, and continuously improve—getting higher individual, team, and company performance while making employees happier.
The through-line
- Who it’s for
- An executive, HR professional, or analyst who wants to make better people-related decisions and turn human resources into a source of measurable competitive advantage.
- The problem
- Important decisions about who to hire, how to pay, develop, and retain people are made on gut instinct, tradition, or imitation rather than data, leaving value on the table. They feel overwhelmed by too much data and too many possible metrics, uncertain whether their efforts are working, and afraid of being left behind competitors who already use data.
- The plan
- Define the most important business problem and make the business case using data.
- Elevate your perspective by segmenting people and connecting them to business value through lifetime value and activation.
- Quantify the employee journey using the triple-A framework of attraction, activation, and attrition.
- Measure fuzzy ideas with well-designed surveys and prioritize using key driver analysis.
- Apply statistics—correlation, multiple regression, prediction, and experiments—to understand, predict, and influence outcomes.
- The payoff
- Higher individual, team, and company performance achieved while employees are happier. · HR transformed from a service provider into a trusted, data-informed business partner. · Resources concentrated where they produce the most value, with proof that solutions actually work.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.