Coming soon · Technical Reference
Excellence in People Analytics
A comprehensive guide for HR and business leaders on how to build and scale a people analytics function that uses workforce data to deliver tangible business value, based on a nine-part framework and illustrated with case studies from leading global companies.
This is a hands-on technical/engineering book — we're building it into Stepcode (tool-by-tool how-to), with a profile to follow.
What it’s about
In 'Excellence in People Analytics,' globally recognized experts Jonathan Ferrar and David Green argue that people analytics is not merely an HR function but a critical business activity that drives substantial commercial value. The book moves beyond outdated linear maturity models, introducing the dynamic 'Nine Dimensions for Excellence' framework—a holistic guide for building a high-impact people analytics function. Organized into three key areas (Foundation, Resources, and Value) and brought to life through 30 detailed case studies from companies like Microsoft, IBM, and Johnson & Johnson, this is the definitive roadmap for practitioners seeking to align their work with business strategy, secure investment, and translate data into measurable outcomes that improve both workforce experiences and the bottom line.
The through-line
- Who it’s for
- An HR leader, people analytics practitioner, or business executive who wants to leverage workforce data to make better people decisions and drive business performance.
- The problem
- Their people analytics efforts are stuck in a cycle of ad-hoc reporting, lack clear business alignment, and struggle to demonstrate tangible value, leading to a lack of investment and influence. They feel frustrated by the complexity of data and technology, uncertain about where to focus their efforts, and worried their function is seen as a cost center rather than a strategic asset.
- The plan
- Build a solid Foundation through strong Governance, clear Methodology, and effective Stakeholder Management.
- Assemble the right Resources by cultivating Skills, selecting appropriate Technology, and managing Data effectively.
- Focus on creating tangible Value through enhanced Workforce Experiences, measurable Business Outcomes, and a data-driven Culture.
- The payoff
- The people analytics function becomes a strategic powerhouse, directly contributing to business performance and improving the employee experience. · The leader gains the confidence and credibility to engage with senior executives, secure investment, and lead a data-driven transformation of HR. · The organization makes smarter, faster, and fairer people decisions, leading to a more engaged, productive, and innovative workforce.
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.