People Analytics and Insight are both powerful tool you can use to analyse and better understand your data. The table below described the differences between each tool and when you would use them:
| People Analytics | Insight |
Purpose | Aimed at exploring and extracting deeper insights from the data across multiple sources within a dashboard. The data is built up over time and modelled and stored in a way that supports exploration and drilldown without need for specialist BI knowledge by the user | Primarily designed to generate standardised, scheduled reports. These operational reports provide information on specific items like absence. Data is modelled in standard BI Views by business area. |
Focus | Supports interactive exploration, trend analysis, forecasting, and strategic decision-making (e.g., predicting turnover trends, identifying cost-saving opportunities). | Provides an actual snapshot by summarising past data (e.g., payroll details, attendance records), and current data (e.g. headcount, payroll details, attendance records) |
Decision Making | Empowers users to identify trends, forecast future outcomes, and make proactive, data-driven strategic decisions. | Offers a clear and concise view of what has happened, which is essential for supporting day-to-day operational activities |
Audience | Generally used by data analysts or decision-makers who need to delve into the specifics and trends of HR and payroll data. | Suited for a broad audience, including HR and Payroll staff and managers who need quick, reliable reports for checking/confirming information |
Point in time analysis | Snapshots over time that are stored for comparison. For example, headcount numbers for specific points in time in the past as well as current. It is possible to look at data across different dimensions (e.g. time or by management unit) and drill down into the information. | Insight is limited to real-time/live data in some areas - for example, contract/hierarchy data is difficult to report on over time |
Routine Operations |
| HR administrators and payroll specialists use reporting tools to generate standardised reports such as monthly payroll reports, current headcounts, absence reports and ad-hoc reports as required. |
Transactional data |
| Managers rely on reports to view attendance records, or salary records, ensuring that they have a consistent and clear record of past and current activities. |
Regulatory Compliance |
| Compliance officers use the preformatted reports to quickly verify that payroll and HR practices meet legal and regulatory standards. Insight can also be used to retrieve data to act as input to your statutory reporting requirements. |
Data Exploration | HR analysts and strategic planners use analytics tools to drill down into data, identifying trends like turnover rates, hiring patterns, and cost fluctuations. |
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Forecasting and Decision Making | Analytics utilises models to based on past data to allow Senior management leverages these tools for predictive and what if insights, such as forecasting future staffing needs or assessing the financial impact of changes in payroll policy. |
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Custom Investigations | When specific questions arise—like understanding the drivers behind absenteeism—analytics tools allow users to perform ad hoc queries, segment data, and interact with dynamic visualisations to uncover patterns and actionable insights from the data. |
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