Top People Analytics Tools — 2023
Everything you need to know about HR analytics tools so you can make strategic and more-informed decisions about your people and your organization as a whole
People analytics, also known as HR analytics, is becoming more and more important for forward-thinking HR teams. It involves collecting and analyzing people data to improve organizational decision-making. According to a study by Deloitte, 91% of organizations use basic data-analysis tools, like spreadsheets, to manage, track, and analyze metrics like employee engagement, cost per hire, turnover rates, gender pay equity, and more. Fortunately analytics tools exist to help streamline the tracking and analysis of such data so you don’t have to manage multiple spreadsheets and/or Excel formulas.
You can find tools specifically designed for data analysis and people insights as well as analytics packages built into other HR systems. To help you make sense of these tools so you find the right one for your company, we put together the following guide; in it, we cover top HR analytics providers, features and benefits, pricing and ROI, and more.
Best HR Analytics Tools
We pride ourselves on strict editorial standards and use a thorough process to vet and review software before we publish it on the site (and in fact, most vendors we have to end up rejecting). This process includes having our team of HR and recruiting experts use the tool themselves, getting user feedback, and then evaluating the vendor on key metrics like their financial health, customer retention, and responsiveness to customer queries. You can read more about how we evaluate vendors here.
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Crunchr is a highly intuitive, powerful, and secure People Analytics Platform, with one integrated experience for HR dashboards, analytics, and planning.
PROS
CONS
Crunchr connects with (non) HR Systems and smartly organizes all data in one clean datastore. Powerful advanced analytics engines scan for inconsistencies to improve data quality, and the people analytics layer creates actionable workforce insights for managers, HR professionals and business leaders. All with enterprise graded security, GDPR controls, and fine-grained authorizations options.
There are three integrated modules: HR Dashboards (Stories), People Analytics, and Workforce Planning. Stories is an HR dashboard creator. Through a demo with Crunch in mid 2022, we were able to see that all HR metrics come pre-built and users can drag & drop widgets to easily create their unique dashboard. Further, the People Analytics module produces actionable insights into talent acquisition, promotions, turnover, diversity & inclusion, spans of control, etc. The Strategic Workforce Planning module guides companies through business transformations.
Crunchr follows a headcount model with a price per employee per year (PEPY). The larger the company the lower the PEPY. A thing worth mentioning is that their prices are rather competitive in the North American market since they are a European company.
Best For
Enterprise customers with 1000+ employees. Current customers are mainly based in Europe and the US, but they often have a worldwide presence. Crunchr is expanding in other continents as well.
Consider ChartHop your single source of employee data for making better decisions. With ChartHop, you can visualize your company data on many parameters such as department, gender, time zone. And the best thing is that it can be fully integrated with your HRIS.
PROS
- Charthop nicely integrates with your existing HR and ATS systems. Having everything under one roof means not having to use ten different applications.
- Charthop’s organization chart is its biggest asset. Their drag-and-drop feature to edit the chart is a hit amongst a majority of the users. Overall, the tool makes navigation throughout the company really easy - you can find the people you need, figure out their responsibilities, and track changes after the latest company re-organization.
- Charthop's goal tracking interface is simple, intuitive, and easy to build. There's not much else you can ask for.
- Charthop's Map feature allows businesses to see where each employee is located. For organizations that work remotely, this promotes a feeling of togetherness, which is crucial for employee engagement.
CONS
- Charthop's organization chart navigation isn't the best. The chart zooms in and out quite quickly, and the gestures aren't intuitive, making it difficult to use.
- Charthop can be a little complicated to figure out. Also, the fact that there are so many features is a little intimidating.
- Charthop's search function isn't user-friendly. There's not much information on how to use it effectively, and it sometimes throws the wrong results.
- Charthop's UI is somewhat dated and clunky.
Although ChartHop started out as an org chart software vendor, they see their offering as a new category called organizational management. It is for that reason that they've added people analytics and people planning tools to their platform. You can use this tool to understand the state of diversity hiring, for example, or how your organization has changed over time, as well as compensation across the org, etc.
One of the best parts is the ability to forecast headcount, and specifically to do this under various scenarios (if we raise another round, if we built an enterprise business, etc).
Some 'hoppy' customers include better.com, Postman, InVision, OpenAI, BetterCloud, and Rémy Cointreau.
ChartHop is priced at a per user per month fee. Their most basic plan is called ChartHop Build and starts at $3.50 user/month. After that there are two plans with disclosed pricing, Grow and Scale. These are $7 and $10 user/month respectively. For enterprises, they offer custom pricing.
Best For
Companies of all sizes could definitely see value in using ChartHop.
Lattice offers DEIB (Diversity, Equity, Inclusion and Belonging) Analytics and Sentiment Analysis. DEIB Analytics allows you to integrate company demographics into Lattice to make better cultural decisions. On the other hand, Sentiment Analysis analyzes and tags every open-ended response with a sentiment score.
PROS
- Lattice allows managers to record their 1:1 meetings with employees in real time. That way, both parties can go back later and revisit what was discussed during the meeting – as well as make sure nothing gets lost in translation!
- The platform has a host of tools supporting employee development and performance-based compensation setting, which isn’t common for the average performance management product.
- Review templates and survey questions are among several things that can be customized to ensure you’re getting relevant data.
CONS
- Starting at $11 per person per month, Lattice’s pricing is on the expensive side compared to competitors.
- The platform is feature-rich, which is great but also means that it takes some time for the average user to get acclimated with it.
- The available selection of third-party integrations is rather limited, with a few users complaining that their HRIS isn’t covered. That said, Lattice does have an open API that allows users to plug-in other third party tools.
Lattice simplifies the collection, analysis, and visualization of data about your people. With AI-powered insights, it offers open-ended comments that give you a chance to dig deeper into whatever is being discussed. It also provides customizable visualizations so you can identify high and low performers and employee behavior trends. Based on these analytics, Lattice will also provide you with action plans, ideas, and real-time results tracking to help you improve the employee experience.
Lattice has a large customer base that includes some noteworthy names such as Reddit, Webflow, Braze, Monzo, Valtech, Demandbase, and more.
Lattice offers four pricing plans, including:
- Performance Management + OKRs & Goals: This plan costs $11 per person/month. It includes 360 degree, manager, and peer performance review. It also includes custom question templates, performance reporting, analytics, dynamic org chart, regular business reviews, and performance management training.
- Engagement: It costs +$4 per person/month and includes employee engagement surveys, automated pulse surveys, eNPS, onboarding and exit surveys, engagement and performance insights, real-time pulse insights, engagement training, and regular business reviews.
- Grow: It costs +$4 per person/month and includes competency matrices, growth plans, individual development plans, career tracks, competency-based review questions, growth areas, career vision tools, and development analytics.
- Compensation: It costs +$6 per person/month and includes compensation review setup, bonus plan payout and one-time bonus, commission, manager, supervisor, and admin review, notes, promotion handling, and cycle progress tracking.
Best For
Lattice is most suitable for growing and large businesses and enterprise-level corporations that want to improve performance and track goals. With its ability to streamline communication and goal tracking, Lattice is especially suitable for hybrid and distributed workforces.
Apart from producing insights for a range of parameters, OrgVue also helps you combine your people data with your other business data so that you can formulate business strategies for future scenarios.
PROS
CONS
OrgVue is an analytics platform specifically designed for human resources. This tool helps you plan the future of your organization, understand how M&A will impact your company, understand the present health of your business, and so much more.
Remarkably, they have an interesting self assessment you can take on their site to see how you stack up relative to other people analytics functions.
Some of orgvue's clients and partners include Mars, FedEx, Johnson & Johnson, Bain & Company, KPMG, Accenture, and Zurich.
orgvue is available in three packages. There's 'spectrum', which aims to let you see your organization as a whole. There's also 'position & roles', for understanding your businesses current and planned costs. Finally, the 'people' plan lets you create reporting packs on your organizational structure and share them with stakeholders. Each of them has many other features, many shared across the three plans. However, the pricing for each is only available once you book a demo.
Best For
Given their varying plans, orgvue could work for companies of multiple sizes, from small businesses that want to be more data-driven to enterprises with mounds of data to analyze.
SplashBI's people analytics tool helps you understand data from four key areas: human capital management, talent management, talent acquisition, and diversity and inclusion. It also comes with a guide for people analytics, webinars, and best practices resources.
PROS
CONS
SplashBI helps HR teams to understand what is happening in their organization and plan for the future. It’s one of the easier tools to setup within this landscape, with pre-built integrations and reporting.
SplashBI’s AI engine can help HR teams understand what causes candidate drop-off in the recruiting funnel, what’s driving turnover, are promotions fair across the organization, and much more.
SplashBI is trusted by Best Buy, HD Supply, Macy's, Gymboree, and Popeye's.
SplashBI's pricing is available only upon request, but they do offer a free trial.
Best For
SplashBI is used by many types of organizations in widely-varying industries.
Tableau deploys the best-in-class technology to provide detailed data solutions. Some of its capacities include building business dashboards, maps, survey analysis, and time series analysis.
PROS
CONS
Tableau is a data visualization platform that is not specific to HR, but that we find many people analytics teams get value from. Their products can pull in data from your various tools/data lakes, and then use a variety of visualization formats to display real time analytics dashboards that include charts, maps, graphs, etc.
Their platform offers many products, such as Tableau Prep, Tableau Desktop, and Tableau Online. Each of them fits different use cases, which may warrant a deeper look into their offering.
Tableau is favored by organizations like Charles Schwab, Dubai Airports, Whole Foods, and Verizon.
Tableau's pricing is organized depending on how much of a deep dive you'll need into data:
- Tableau Creator is the most powerful suite of product they offer. It starts at $70 per user per month on any deployment option.
- Tableau Explorer is a suite of self-service analytics. It starts at $35 per user per month on the public cloud or on-premise, or $42 if its hosted by Tableau.
- Tableau Viewer lets teams view and interact with dashboards on Tableau Online. It starts at $12 user/month on the public cloud / on-premise, or $15 if company-hosted.
Tableau also offers a free trial and data management add-ons or resource blocks.
Best For
Tableau is well-suited and priced for teams at all sorts of organizations, and even data-driven individuals.
Sisense allows you to analyze your people data on various dimensions. From helping you unearth the causes of employee attrition to letting you find who to hire, Sisense does it all in a transparent and seamless manner.
PROS
CONS
10,000 users at over thousands of companies use Sisense to manage and visualize data. Their tool is not geared towards HR analytics, but has the flexibility to take in data from your HRIS, ATS, performance management system, etc and display that data in ways that are intuitive and useful for business users.
Sisense is used by companies like Nasdaq, Luma Health, PRG, Air Canada, and Crunchbase.
Sisense provides price quotes depending on your project type, number of users, data volume, and project timeline. They have a "no-surprise" pricing policy, where everything you'll need, from software to services, is included in an annual subscription plan.
Best For
Sisense can be a good bet for startups, small businesses, medium corporations, and large businesses alike.
Powered by AI, Visier deconstructs your people data and makes it simple to understand. It boasts an expert-driven analytics, specialized data management, and pre-built analytics.
PROS
CONS
Visier is a company that comes up in the majority of HR analytics conversations as they’ve built a robust and purpose built tool for people analytics teams.
Their offering is used by over 5,000 of the world’s leading companies to understand basically everything about their organizations: retention, how it’s changing, where your TA funnel is breaking down, where it’s going in the future, how it stacks up to peer companies.
Simply put this is a very robust people analytics tool.
Amgen, BBVA, Micron, EA, Nielsen, Bridgestone, Dignity Health, and more.
Pricing for Visier is undisclosed, so the best way forward is to get in touch or request a demo.
Best For
Enterprise and Mid-Market organizations.
Orgnostic takes a unique approach to people analytics. Their platform can take your raw data and turn it into a story-like report that provides insights, recommendations, and beautiful visuals that are easy to understand and share.
PROS
- Each HR metric within Orgnostic is accompanied by an explanation, including the definition, formula to calculate it, and in some cases, insights you can get from the metric.
- The tool is available for any type of HR tech stack combination. You can do the self-service onboarding if you use one of the integrated HRIS or ATS products, or have their team connect your data manually (same if it comes from another type of software like an LMS). Spreadsheet integrations are possible too.
- A free trial is available for the Pro plan, letting you see all the functionalities of the platform to test it out before you decide if one of the plans is for you.
- Orgnostic's security features and practices are impressive. They have a SOC 2 certification and are quite transparent in how they manage your data.
- Each HR metric within Orgnostic is accompanied by an explanation, including the definition, formula to calculate it, and in some cases, insights you can get from the metric.
- The tool is available for any type of HR tech stack combination. You can do the self-service onboarding if you use one of the integrated HRIS or ATS products, or have their team connect your data manually (same if it comes from another type of software like an LMS). Spreadsheet integrations are possible too.
- A free trial is available for the Pro plan, letting you see all the functionalities of the platform to test it out before you decide if one of the plans is for you.
- Strong security practices, SOC 2-certified.
CONS
- On the free trial, unless you have an HRIS or ATS that integrates with the tool, you’d have to reach out to their team for a manual connection. While this process can run very smoothly, it does take away from the self-service aspect of the trial.
- Insights, one of the key differentiators in Orgnostic’s offering, is only offered in the Pro plan (see our pricing section for more details).
- On the free trial, unless you have an HRIS or ATS that integrates with the tool, you’d have to reach out to their team for a manual connection. While this process can run very smoothly, it does take away from the self-service aspect of the trial.
- Insights, one of the key differentiators in Orgnostic’s offering, is only offered in the Pro plan (see our pricing section for more details).
Orgnostic makes HR metrics easier to understand, share, and act upon by presenting them as stories. Once you connect your data through one of their many integrations (they can support all kinds of HR tech stacks) you can delve into metrics like chapters such as leadership, employee wellbeing, and talent management.
Yes, each metric is presented with a dashboard, but they also accompany this with a definition of the metric, an explanation of how they calculate it, the data source, and an insight delving into why that number is important and how you can act upon it.
Hotjar, FintechOS, Payhawk, GetYourGuide, Blinkist
While we certainly suggest checking out Orgnostic’s pricing page for more detailed, interactive, and up-to-date pricing, we can share that they have the following pricing plans:
- Free: This includes 1 HRIS and 1 ATS integration, Data Health audit, 3 months of data history, and access to over 120 built-in metrics. This plan has actually improved a lot, since before it only included a handful of metrics.
- Pro: This starts at $4 per employee per month if you have 2 employees, less if you pay yearly, and less as you scale up in headcount. To give you an idea of how it scales, a company with 100 people would pay $200 per month, and one with 1,000 would shell out a monthly $1,800. The Orgnostic Pro plan includes everything on the free plan, plus unlimited integrations, advanced data segmentation, automated reporting, e-NPS surveys, the magic link sharing capabilities, and more.
- Tailored: Orgnostic also offer a custom plan with unique people analytics and additional data science support. Actually, if you have more than 5,000 employees, all of their plans go into the custom pricing model.
Lastly, do bear in mind that the Pro Plan is available for a 14-day free trial and you don’t need a credit card to sign up.
Best For
Orgnostic is used by enterprises in IT or tech within Europe and the US. Thanks to their free plan, it can also be useful for SMBs (100-1000 employees), scale-ups, and growing companies. When we first came across the product, the typical Orgnostic customer didn't have a People Analytics team and was comfortable with other roles, mostly HR, handling the platform. Since then, they have focused more and more on the enterprise sector and can work with the analytics team within such companies in several ways. For instance, as a tool for distributing People data to HRBP levels.
One Model are the makers of a People Analytics solution that’s a data extractor, integrator, warehouse, visualization, and predictive model building engine. As their name suggests, one solution that can take care of all your People Analytics needs.
PROS
CONS
People analytics teams often have the problem of not being able to structure data from their multiple HR (and non-HR) systems and visualize it within the same tool. In fact, One Model’s research suggests that 92% of organizations struggle understanding their data. So, this is one of the things that they set out to solve. Their platform takes data directly from your HR systems (ATS, HCM, surveys, etc) via APIs and integrates it into ready-made dashboards, queries, and more.
One Model also allows for full customization of the dashboards, reports, and ML/AI-based predictive analytics. The data can be ‘destined’ out to other systems (S3, SFTP), and can also be viewed via PowerBI or Tableau. They can also enable you to use machine learning to construct models that predict attrition, headcount growth, time to fill on open reqs, quality of hire, etc.
HR leaders use One Model for their People data needs at companies like Squarespace, Santander, Paychex, Deloittte, and many others.
One Model’s pricing is a single annual fee based on employee count. While their actual price would vary depending on your size and the plan you choose, one thing we can share is that they don’t have service fees or SOWs.
Best For
One Model’s People analytics offering is best-suited for large companies and enterprises.
Use-Cases: Why use HR analytics software
In general, companies turn to people analytics tools to build high-performing teams, inform business decisions, and ultimately improve their bottom lines by spending less money. On a more granular level, you can use them to optimize your human capital management and impact your company’s overall success—whether you’re working in person or remotely. For example:
- Identify top talent: If you’re looking to fill a certain position, you might be able to find the right candidate internally. Performance-related data can show you if a current employee might be a good fit for a new or open role. Likewise, you can analyze people data from your applicant tracking systems and/or in your talent communities to see which external candidates to prioritize.
- Understand career pathing: Map career path scenarios for your employees and use relevant data to optimize them and better understand what will motivate each individual employee to grow. From there, you can design clear career advancement plans for them so that managers and employees alike are on the same page.
- Improve DEI: Track your diversity, equity and inclusion (DEI) initiatives to see where there might be gaps and opportunities for improvement.
- Fair compensation: To make sure you’re paying employees a fair salary and/or to help you with salary negotiations, look at relevant data. This includes information on how an employee compares to their team as well as what that particular role typically pays in the overall job market.
- Skill gaps & talent shortages: To help inform who your next hires should be, you’ll be able to use HR analytics tools to identify gaps in skills, core competencies, and talent. That way, you can be strategic about who you hire and ultimately save time and money on recruiting and talent acquisition efforts.
Considerations & mistakes to avoid
HR analytics tools help streamline and optimize the management of your people data and insights. But you’ll want to be careful in how you use them so that you’re not relying on bad data, putting too much emphasis on data alone, or risking compliance and security issues. With that, here are four considerations and common mistakes to avoid as you implement HR analytics systems:
- Don’t forget about human components. If you rely too heavily on data, you might not get the full picture. Don’t forget to incorporate actual human feedback and other factors that can help provide the right context for certain analyses.
- Make sure you have clean data sources. You’re going to want to build a high-quality database of your people and business metrics. This means cleaning your data to ensure nothing is out of date, inaccurate, or incomplete. If you don’t do this, your reports could be all wrong and you could end up making decisions that actually aren’t in the best interest of your people and/or your company’s bottom line.
- Don’t let overwhelm prevent you from starting. Setting up an analytics program can feel daunting--especially if you’re not a technical person and/or if you’re working with an old database. This doesn’t mean you shouldn’t move forward with an HR analytics tool, though. In fact, they are built to make your data analyses less overwhelming. And, many tools offer customer support and onboarding/trainings to help you get set up the right way.
- Be mindful of GDPR and other compliance issues. Between GDPR (or General Data Protection Regulation) and other compliance measures, you have to be extra careful with your data security efforts as well as what personal information is stored where—and whether it’s being used with the proper employee consent. The last thing you want to risk is a data or privacy breach that exposes information like an employee’s social security number, salary, etc.
Benefits & ROI: How HR analytics tools can help your human resource teams
As we’ve mentioned, there are a lot of benefits to using HR analytics programs. Together, these benefits can help your company make better decisions when it comes to hiring, culture, strategy, and growth. You’ll be more confident that you’re hiring the right people and focusing on the right initiatives at the right time. Unpacking this a bit further, here are the benefits of using an HR analytics tool:
- Better hiring decisions: Use historical hiring data to find trends between things like candidate qualifications and backgrounds; for example, if you’re hiring for a technical role and see from your data that self-taught applicants often fail to have the necessary qualifications, you might want to focus your resources on candidates with the proper training.
- Reduced turnover: Discover trends that lead to employee turnover. Is something consistently happening to cause your people to jump ship? When you can pinpoint a problem, you can create a solution and increase retention in the long-run.
- Improved productivity and performance: You’ll be able to better identify where you should spend your resources. This goes for both company goals and strategies as well as people investments.
Pricing: What HR analytics software costs
Pricing is typically based on a per user per month cost that is either billed monthly or annually. While the unit price itself varies by provider and based on the features you need, we’ve seen it range from $12.00 - $70.00 per user per month. Make sure to discuss pricing in detail on your demos so you know exactly how much you’ll pay and what you’ll get in return.
Features: What to expect from people analytics tools
People analytics programs offer a variety of features and functionality to help you understand key HR metrics so you can make more strategic decisions for your workforce planning and company strategies. Such features include:
- Performance management: Track how each employee and team is performing. For example, what kind of impact are they making on the company? You can track employee performance through features like 360 reviews, goal tracking, 1:1s, feedback, and praise.
- Employee engagement: Understand and track your company culture by collecting feedback from your employees and measuring how your employees engage with the organization. Administer surveys, pulses, even eNPS (or your employer net promoter score—i.e. how likely an employee is to recommend your company to a friend or candidate).
- Org charts: Create dynamic, real-time org charts that are always up to date. Add customizations or filters so you can ensure you’re meeting your DEI and other requirements. For example, you can visualize your org charts with an eye on gender, location, tenure, ethnicity, even Myers-Briggs.
- Salary benchmarks: Create appropriate salary ranges for a particular employee and/or role, then build career plans around them so you can better plan and budget for promotions, raises, etc.
- Integrations & Reports: Connect to a variety of data sources (i.e. existing HR tools) to maximize data tracking and analytics, find insights, and develop reports to visualize trends, gaps, and opportunities.
- Shareability: Easily share insights and reports with your team. You can send links to reports, download visuals for presentations, and more.
- Security: Because these tools have access to a lot of sensitive people data, they offer top-notch data privacy and remain compliant with necessary security and risk guidelines.
- Predictive analytics: Pull data from different HR systems into your analytics platform of choice to identify what future outcomes will look like for a given HR-related category. This is done using a combination of machine learning, visualization, and artificial intelligence.
- Variety of KPIs: You’ll be able to measure a number of KPIs as they relate to your talent analytics. Such analytics include everything from staffing to social media to overall human resource management—which you can use to get actionable insights on how optimize your HR processes and find business success.
Demo Questions: What to ask about BI tools
Demos will provide a lot of insight into how each tool works, from actual features to security measures to reports. Just make sure you take control of the demo so it isn’t just a sales pitch. After all, you want to make sure the tool you choose works hard for you. With that, here are some questions to ask:
- What reporting comes out of the box?
- How do you integrate with data sources / data warehouses/lakes?
- What are they main use cases for people analytics?
- What level of sophistication does someone need to use this tool?
- What data security measures do you have in place to ensure we remain compliant with GDPR and other guidelines?
- How will this solution fit into the rest of my tech stack and therefore what integrations do I need?
- How will others in the organization use this solution?
- What are the key features I want to ask about?
- What are the things that would make me nervous about buying this sort of solution
Implementation: Setting up HR analytics tools
How to implement a data analytics solution depends on a few key variables:
- Existing HR tools. Do you need to integrate an insights tool to other HR tools you use, so that you can centralize data in one place? If so, what’s involved with the integration processes? Will you need to engage your IT teams for help?
- Breadth of features. How many features you want might impact how long it takes to get up and running. This also comes back to integration requirements.
- Your data. Do you need to clean up an old database first or are you starting fresh? Remember, it’s vital to be working with “good” company and employee data so that your reports and insights are accurate. So if you need to clean up your system, you’ll want to budget the right time and resources to do so before you implement anything.
- Compliance requirements. What risk and compliance measures will you have to apply? Will you need to allow employees to opt in to share certain personal metrics? Discuss with your risk, compliance and/or legal teams and check with your analytics provider of choice for their compliance 101 guidelines.
All of these implementation variables should be discussed in full during your demos. That way, you’ll be primed for success and have less surprises or roadblocks along the way.
People Analytics Software FAQs
What is people analytics?
People analytics, also known as HR analytics, are the interpretation of data pertaining to employees that assist with decision making for HR and TA teams.
What is people analytics software?
People analytics software are solutions designed to manage, track, and report metrics such as employee engagement, gender pay equity, turnover rates, cost per hire, and more.
What does people analytics software do?
People analytics software allows you to form actionable insights based on in-depth data. It helps you identify top talent, understand career pathing, improve DEI initiatives, offer fair compensation, and recognize skill gaps and talent shortages.
What are some benefits of people analytics tools?
Benefits of using people analytics tools include reduced turnover, better hiring decisions, and improved productivity and performance.
Next steps for your HR data
At the end of the day, workforce analytics can help streamline the jobs of your recruiters, help you make strong business cases with stakeholders, and give HR leaders and your entire HR department more control over things like the employee experience.
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