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Building the workforce analytics function
Abstract
This chapter examines the development of workforce analytics (WFA) capabilities in organizations. It proposes a new WFA maturity matrix based on the equilibrium between “push” factors (WFA team capabilities) and “pull” factors (organizational demand). The chapter outlines key push factors, including analytical skills, data quality, and business partnering ability, as well as pull factors, like digitalization-driven requests and data-driven culture. It presents different scenarios and configurations for WFA functions based on varying levels of push and pull factors. The chapter also offers a framework for organizations to assess their WFA maturity and build capabilities strategically to generate business value.
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“organi zations with low levels of analytical maturity will have limited people analytics resources, often employing one People Analyst or an HRM Manager responsible for reporting descriptive statistics, metrics, and basic visualizations using Excel or pre-existing analytics modules found in human capital management (HCM) platforms (McCartney & Minbaeva, 2025).”
From Reframing people analytics value creation: Balancing organizational performance and common good HRM values (2026) · cites this paper as McCartney & Minbaeva, 2025
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McCartney, S., Minbaeva, D., Crean, S., & Fahy, A. (2026) · Human Resource Management Review · doi:10.1016/j.hrmr.2026.101147 · Cited by 2
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Metadata
- Authors
- McCartney, S., & Minbaeva, D.
- Venue
- Workforce Analytics
- Publisher
- Routledge
- Published
- 2025-03-03
- Pages
- 189-210
- Cited by
- 1
- References
- 0
- Language
- en
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Cite CoChat for the checks on this page, and the paper for its own findings.
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- CoChat. (2026). Citation check: Building the workforce analytics function. https://app.cochat.ai/papers/10.4324/9781003190097-18
- The paper
- McCartney, S., & Minbaeva, D. (2025). Building the workforce analytics function. Workforce Analytics. https://doi.org/10.4324/9781003190097-18
