Key areas of data measurement in people practice - Part two

Across learning and development, employee voice, diversity and inclusion, and wellbeing, this video addresses the second cluster of data measurement areas that people professionals need to understand for Unit 3CO02. It focuses on AC 1.3 and builds directly on a preceding video, extending the range of quantitative and qualitative data types that organisations collect and use to inform decision-making.

On the learning and development side, the video covers skills gap analysis results, training completion rates, learning hours per employee, cost of training per employee, skills inventory data, certification achievements, and return on investment calculations, alongside qualitative evidence such as learner feedback, manager observations, and behaviour change assessments. For employee voice, it addresses engagement scores, employee Net Promoter Score (eNPS), pulse survey trends, response rates, grievance data, suggestion scheme participation, and the qualitative insight drawn from open-ended survey comments and focus groups. Diversity and inclusion data receives detailed attention through workforce composition by protected characteristics, representation at different organisational levels, gender and ethnicity pay gaps, application and appointment rates by demographic group, promotion rates, and inclusion-specific survey measures covering belonging, employee network participation, and exit interview responses.

The wellbeing section examines mental health-related absence data, employee assistance programme usage, stress risk assessment results, working hours and overtime patterns, workload survey questions, and the qualitative material that emerges from focus groups and written employee feedback. Running across all four areas is the distinction between quantitative metrics and qualitative data, and the video returns to considerations of relevance, reliability, timeliness, context, and audience as factors that shape how data is interpreted and presented to senior stakeholders.