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3 analytics tools that measure people data 

Consider this scenario: you have two software developers. One greatly prefers problem-solving, while the other would rather focus on optimizing a system you already have. Who would you put in charge of a cutting-edge project that requires innovation and out-of-the-box thinking? You’d probably pick the first developer—the person whose behaviors match the project goals and needs.

It can take a long time—and a considerable amount of effort—for a manager to pick up on subtle differences in employee personality. Fortunately, analytics tools—like PI’s behavioral assessment and cognitive assessment—provide key insights to companies seeking to optimize their talent. And it all starts with measuring “people data.”

people analytics tools

What is people data?

Before digging into the tools that measure people data, it’s a good idea to understand exactly what the term means.

People data—also known as employee data—is essentially key information about the people who work for your business. It often involves datasets that describe the people who work for you, their strengths or weaknesses, and how they think, communicate, interact, and work. 

Having the right information can help you make smarter decisions when it comes to talent mapping and aligning your talent with your business strategy.

Join 10,000 companies solving the most complex people problems with PI.

Hire the right people, inspire their best work, design dream teams, and sustain engagement for the long haul.

3 analytics tools to gather and apply people data

People data is a broad term. It includes everything from behavioral data and cognitive data to employee sentiment and candidate experience. A well-rounded talent optimization platform can provide actionable insights on a variety of people data, creating more value for your organization.

These are three of the best tools available to help you gather, analyze, and act on the employee data for your company. 

1. The Predictive Index

What is The Predictive Index? The Predictive Index offers software, workshops, and consulting to help organizations implement talent optimization in their organization.

What business problem does The Predictive Index solve? Most business leaders start their year with a business plan. But they leave out the people who ultimately execute that plan: their employees. The Predictive Index offers software, workshops, and tools to help organizations align their talent with their business strategy.

Product features:

Set behavioral and cognitive requirements for open roles, prioritize candidate job fit based on match scores, behavioral assessment, cognitive assessment, guides for helping employees navigate their relationships, personal development charts, manager development charts, guides to help managers tailor communications to employees, identify leadership team alignment with organizational strategy, map how teams work together. 

2. WorkiQ

What is WorkiQ? WorkiQ provides real-time visibility into work and productivity.

What business problem does WorkiQ solve? WorkiQ helps managers gain more insight into employee productivity so they can help employees focus, prioritize, and develop.

Product features: 

Measures employee activity and productivity in real-time, see how quickly employees are working, track time spent on non-productive sites, assess the effectiveness of task bots, identify any team members who may be struggling to complete tasks. 

3. 15Five

What is 15Five? 15Five is a continuous performance management suite that keeps regular tabs on what your employees are working on and how they’re feeling.

What business problem does 15Five solve? Using weekly check-ins, 15Five allows employees to track progress on OKRs, recognize peers for a job well done, and share feedback about what’s impacting their work.

Product features: 

Weekly OKR tracking, peer recognition, manager-employee check-ins, 1:1 meeting planning, feedback mechanisms

How to choose the right tool for people data analytics

When choosing a people data measurement tool, take some time to consider what your greatest business problems are. Then use that information to determine where your people data collection and analysis should start. 

If you’re ready to hire new team members, prioritize a tool that can help you find the best fit for an employee for your needs. If you want to improve the function of the team you already have, productivity and employee engagement tools may be a solid option. 

Remember, you don’t have to choose just one. When people data is collected and analyzed, it’s incredibly valuable. Seek to leverage people data insights whenever possible to improve business performance.

Join 10,000 companies solving the most complex people problems with PI.

Hire the right people, inspire their best work, design dream teams, and sustain engagement for the long haul.

Holly is a marketing specialist at PI. One time, for two months straight, she was in a different state or country every weekend!

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