Key areas of data measurement in people practice - Part one

Covering the first of the key data measurement domains within 3CO02 Principles of Analytics, this video addresses Assessment Criterion 1.3 by walking through three substantial areas of people data: resourcing, absence and turnover, and performance and reward. Each area is examined in terms of both the quantitative metrics and qualitative information that organisations routinely collect, reflecting the broader distinction between numerical and non-numerical forms of data that underpins the unit.

Within resourcing, the video covers specific metrics including time to hire, cost per hire, application volumes, offer acceptance rates, and source effectiveness across channels such as job boards, referrals, and social media, alongside qualitative information such as candidate feedback and hiring manager satisfaction. The absence and turnover section introduces the absence rate, frequency rate, and the Bradford Factor as a tool for weighting short-term absence patterns, as well as the distinctions between voluntary and involuntary turnover and between regretted and non-regretted turnover. Qualitative data from return-to-work interviews, exit interviews, and stay interviews is also addressed as part of this area.

The performance and reward section examines rating distributions, objective achievement, and productivity measures alongside the compa-ratio as a method for comparing individual salaries against pay band midpoints. Pay gap analysis across groups defined by gender or ethnicity, benefits take-up rates, and total reward costs as a proportion of revenue are all named as relevant measurements. Throughout all three domains, the video considers how quantitative and qualitative data interact to support evidence-based decision-making in people practice.