Capabilities for HR Analytics Success (Comparing BI Tools)

HR doing HR Not Spreadsheets

A question we get asked a lot, is “how are you different from the alternative solutions for HR analytics and reporting?”. This week we’ll take a quick look at this question and compare and contrast the different BI Tools and Technology available to get you to analytics and reporting greatness in HR.  We'll explore the pros and cons of each tool/approach from our point of view. [This is an excerpt from our Playbook 3 – A Practical Guide to Becoming Data Driven.]

HR Analytics BI Tools and Technology.png


Before we get to the comparative chart, there are a few things that need advance consideration. As you get started thinking through the options for your analytics and reporting program, here are some up-front pointers that will define where you end up:

  • You need to decide what is important to you/your organization
  • You need to decide what is feasible for you/your organization
    • Buy? Build? Partner?
  • You need to identify your short term, mid term and long term goals/plans in HR, across key requirements and considerations

To get you started, here’s a list of high level requirements or considerations you will want to think through and decide upon.  Think in terms of:

  • what do we do now, where do we want to be,
  • what resources do we have now, what resources do we want to invest in internally/via partnerships, etc.


  • Data extraction, transformation and loading from your source systems - for your initial build and for ongoing analytics
  • Data warehouse toolsets, design and provisioning
  • Data visualization & discovery tools and sophistication
  • Dashboards, Scorecards & Analytics design and algorithm development (descriptive & advanced)
  • Descriptive Analytics - what are your exact needs for descriptive HR analytics?
  • Advanced Analytics - what are your exact needs for advanced HR analytics and predictive models?
  • Trending data - how will you design and deal with your time-based history and data from points-in-time?
  • Historical data - are you going to convert and integrate your archived data for analytical purposes, which may be from a retired system which will have a different data model?
  • What are the processes (technical, automated and manual) you will need in place to ensure your capability is productionalized or sustainable moving forward?
  • What is your approach to End User Access Management and controlling data authorization?

With those points (and others unique to your organization) mulled over and assessed, you can start to look at the alternatives for getting you where you want to be.

Here’s a table we use that compares key approaches to data analytics and reporting for HR. Click here or on the table to download the PDF version. 

Screenshot BI Tools Comparison Table.png ..............................................................

In our next 5MF we’ll move on to another critical capability for success in people analytics: People.

Download Data Driven HR Playbook Now


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