People often get confused by HR and workforce analytics – many even regard them as the same. However, although there is some overlap between the two when you break things down, you’ll start to see key differences between them. The main reason HR analytics and workforce analytics are similar is that they both involve obtaining and analyzing employee data. However, that is where the similarities end, as they each have a very different focus.

“What is HR Analytics?”

To put it simply, HR analytics involves obtaining and analyzing data related to HR operations. This can include areas such as talent recruitment, payroll, employee onboarding, employee retention, and more. Because of its diversity, there are many different types of tools that fall under the HR analytics banner. For example, one tool may be an information system that stores data related to payroll and attendance, while another may store and analyze data for new candidates and allow applications to be sorted or filtered.

In addition, HR analytics may also capture and analyze specific KPIs (Key Performance Indicators) related to human resources. Some of the more common KPIs may include employee turnover rate, satisfaction, time to hire, etc. This type of analytics encompasses anything that specializes in HR-related issues – no more and no less.

“What is Workforce Analytics?”

In contrast to HR analytics, workforce analytics involves obtaining and analyzing data related to the workforce in general and individual employees specifically. It includes tracking employees’ work, how they spend their time at work, and measuring various metrics linked to productivity.

Ultimately, the main goal of workforce analytics is to optimize how employees spend their time and improve their productivity. To that end, employee monitoring tools such as Controlio, which include features for time tracking and activity monitoring, are used to gather the relevant data.

With Controlio’s features, you will be able to identify exactly how much time employees spend working and whether or not they’re slacking off or working excessively and risking burning out. Additionally, you can view their active/idle time, what websites they visit, and what apps they use to check if they are distracted and wasting time during working hours.

Essentially, Controlio’s workforce analytics will let you check employee productivity and whether there is any cause for concern. Its reports will also provide a more general view of workforce trends you may need to act on. Overall, workforce analytics is an important tool for managing employees, especially today, where most employees work digitally, and some may even work remotely.

“Which Do You Need?”

Knowing the difference between HR analytics and workforce analytics is one thing – but the final question you need is: Which one do you need? On the whole, workforce analytics is something that practically any company can benefit from, and it can potentially have a huge impact on your bottom line by helping you improve productivity. At the same time, HR analytics can have just as big an impact, but it mostly affects larger companies that need to optimize their HR processes due to the scale of their workforce.

All said and done. However, HR analytics and workforce analytics can be invaluable tools to help improve your decision-making capabilities due to the data and analysis they provide. As such, it boils down to where your priorities lie.

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