People analytics answers headcount, attrition, and workforce questions from sanitized aggregates you can audit—not employee surveillance models in 2026.
HR analytics answers weekly HRBP questions on sanitized aggregates you can reverse—never employee scores, name-level exports, or surveillance files in 2026.
Attrition analysis starts with a tenure-band queue you can audit—not a black-box flight-risk score, a named list, or a model that watches staff in 2026.
Headcount planning joins a versioned budget to on-role counts at band and region—never candidate names, small cells, or a write-back into HRIS in 2026.
Workforce analytics opens org and cost questions to a query on sanitized aggregates—contractor versus FTE at planning grain, never named payroll files.
HRIS export analysis starts from the CSV or Excel you already have: strip names first, then ask aggregates a reviewer can reopen on a sanitized file in 2026.
People analytics privacy holds the pack until a name cannot fall out: aggregate only, minimize the file, and refuse any grain that identifies a person.
What is people analytics you can audit: band-level counts and rates on a sanitized export—never a named score, leftover cell, or employee file in 2026.
A people analytics platform that ranks employees fails the privacy test. Ask only aggregate grains on a stripped file and hold leftover cells, in 2026.
People analytics metrics are counts and rates at a safe grain—never a named score. Pick three band-level measures and hide leftover cells before you send.
AI people analytics does not license person-level prediction. Ask only questions a tenure band can answer on a sanitized export you can reopen in 2026.