People Analytics is the systematic application of data analysis to human-resources management — recruitment, performance, retention, engagement, succession planning, compensation design. Instead of decisions about people based on intuition and anecdote, People Analytics uses historical data from the client's own environment (patterns of absenteeism, turnover, performance, progression) to inform interventions with evidence.
Concrete use cases: predicting the flight risk of valuable employees (with signals that precede resignation by 6-12 months), identifying managers whose teams consistently perform better (and transferring their practices), detecting pay disparities not justified by performance or seniority, optimising recruitment channels by conversion rate.
Well-implemented People Analytics respects three non-negotiable principles: privacy by design (GDPR, anonymised or aggregated data where possible), explainability (each prediction comes with justification — 'this employee has an X% flight risk for the following reasons'), and governance (the system does not make automatic decisions about people; it supports human decisions). The AI layer of pplPortal follows these three principles, aligned with the European AI Act.