MARIA NOLAZCO MASSON

When it comes to People Analytics, organizations often think they need complex, enterprise-level software solutions to handle their data. However, Google Sheets (GSheet) can be more than enough to get started with People Analytics, particularly for smaller teams or those looking for an accessible and cost-effective tool. The key lies

People data plays a crucial role in making informed decisions within organizations, particularly in areas like recruitment, talent management, and employee engagement. However, no matter how advanced the tools or technologies used, people data will never be 100% accurate. There are several reasons for this inherent inaccuracy, and understanding these

When it comes to People Analytics, choosing the right data visualization and business intelligence (BI) tool is crucial to ensure that the insights you derive from your people data are actionable, accurate, and presented in a meaningful way. Two of the most widely used BI tools are Tableau and Power

Introduction Startups face unique challenges that can differ significantly from those of larger, established companies. As they grow, these companies must focus on optimizing their workforce, driving innovation, and scaling efficiently. This is where People Analytics can provide a game-changing advantage. In the fast-paced and often resource-constrained environment of a

People Analytics is a powerful field that merges data science with human resources to drive smarter decisions, optimize talent management, and improve organizational outcomes. Whether you're an HR professional, data analyst, or aspiring to enter the field, embarking on the road to People Analytics can be a transformative

People data, often referred to as employee data or workforce analytics, is a goldmine of insights that can significantly enhance decision-making, boost organizational performance, and improve the overall employee experience. The challenge for most organizations is not just collecting this data but effectively leveraging it to drive strategic outcomes. When

Introduction Workforce planning used to be based on assumptions—how many hires we "think" we need, where we "guess" skill gaps might be, and what turnover "feels" like. But today, HR has the data to make workforce planning a precise, strategic function. By leveraging

Introduction People Analytics isn’t just about numbers—it’s about understanding people. Over the years, I’ve seen organizations struggle to make sense of their workforce data. They collect surveys, track turnover, and measure engagement, but without a clear strategy, the data often sits unused. The truth is, People