Coming soon · Book Profile
People Analytics in the Era of Big Data
A practical framework for applying advanced analytics and Big Data across every stage of the talent life cycle to attract, acquire, develop, and retain a high-value workforce.
A profile of this book is on the way.
What it’s about
People Analytics in the Era of Big Data argues that human capital is the last great competitive differentiator and that the same predictive and advanced analytics techniques that transformed marketing and finance can be applied to talent management. Drawing on the authors' decades of analytics leadership and interviews with dozens of leading organizations (Google, Microsoft, CISCO, SAS, Bloomberg, Pfizer, Xerox, and more), the book provides a Seven Pillars framework and the IMPACT Cycle methodology to move HR from gut-feel decision making to fact-based, forward-looking, business-aligned People Analytics. It shows leaders how to plan their workforce, source and acquire the right talent, onboard and engage employees, manage performance, calculate employee lifetime value, retain top performers, and promote wellness—all while creating measurable business value from talent data.
The through-line
- Who it’s for
- An HR leader, hiring manager, or business executive who wants to attract, develop, and retain top talent and become a strategic, data-driven partner.
- The problem
- The organization struggles to source, hire, engage, and retain the right talent in a competitive labor market while drowning in disconnected data and tools. Leaders feel overwhelmed, confused, and uncertain—relying on gut feel and unable to prove the value of talent decisions.
- The plan
- Migrate from business analytics to People Analytics by reframing customer techniques for talent.
- Adopt the Seven Pillars framework across the talent life cycle.
- Apply the IMPACT Cycle to turn data into actionable insight.
- Start small with quick wins, secure executive sponsorship, and align with business goals.
- Build the people, processes, and technology of a People Analytics center of excellence.
- The payoff
- HR becomes a strategic business partner driving measurable ROI. · Lower turnover, better quality of hire, higher engagement, and reduced talent costs. · A workforce that is engaged, productive, loyal, and a competitive advantage.
See our guide
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Additional reading
- The Organism · Kurt Goldstein
Maslow sources the term 'self-actualization' from Goldstein and builds upon his holistic view of the organism.
- Explorations in Personality · H. A. Murray, et al.
Cited as providing an 'excellent discussion' on the basic principle of centering motivation theory on goals rather than instigation or behavior.
- Social Interest · Alfred Adler
Maslow credits Adler and his followers for stressing the importance of the 'esteem needs,' which he felt were neglected by Freudian psychoanalysts.
- Wisdom of the Body · W. B. Cannon
Provides the foundational concept of 'homeostasis,' which Maslow uses as the starting point for his discussion of physiological needs.
- Multipliers · Liz Wiseman
Explores how leaders can either amplify ('multiply') or diminish ('diminish') the intelligence and capabilities of their teams, a key concept for creating a positive, low-anxiety environment.
- The Fearless Organization · Amy Edmondson
Provides the foundational research and practical steps for creating psychological safety, which the book identifies as crucial for reducing interpersonal anxiety and encouraging people to speak up.
- Mindset · Carol Dweck
Explains the difference between a 'growth mindset' and a 'fixed mindset,' which is presented as a key tool for helping employees manage perfectionism and see failures as learning opportunities.
- Crucial Conversations · Kerry Patterson, Joseph Grenny, et al.
Recommended as a resource for employees to learn how to navigate difficult, high-stakes conversations, directly addressing the book's theme of moving from conflict avoidance to healthy debate.
- Better Allies · Karen Catlin
The author is quoted on specific, actionable steps for allyship, making her book a practical guide for implementing the principles in Chapter 7.
- Blindspot: Hidden Biases of Good People · Mahzarin R. Banaji and Anthony G. Greenwald
Explains the science of implicit bias, which is central to the book's argument that leaders need to be proactive allies because 'not being racist/sexist' isn't enough.