I do not work in HR, but I do work in analytics. Analytics is used in many niches to improve efficiency and productivity, but most companies still lack the skills or tools (or both!) to leverage their biggest asset - human capital. Hence this book was quite interesting to understand how analytics can be used to increase engagement, retention, and productivity. As a manager, I can easily see myself reaching out to my HR partners to help me raise the synergy of my team using some of the ideas in this book.

High-level view of incorporating hard data when applying principles of a somewhat subjective field of human resources. However, because it is vital to be able to present measurable outcomes when angling for executive support, people analytics are of increasing importance.

The book's chapters are written in a very practical, user-friendly manner, including a "key takeaways" summary at the end of each. Focusing on the 3 D's of Data, Design and Digital, the authors focus on the importance of not only gathering the data, but interpreting it from an HR practitioner standpoint.

There is a lot of well-researched information here, covering the foundation of why data analytics are now important in HR, making the shift to a data-based approach, taking into consideration business culture and leadership, all the way to guidance on developing new ways of working with data, and finally delivering people analytics projects.

This is a comprehensive guide to understanding the need for, the development of, and the application of people analytics and how they can assist the HR professional better assist their organization with decisions based not only on HR expertise, but on data as well.