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People Analytics - 人力数据分析
这是一个人力数据方法论技能，用于分析劳动力数据，揭示趋势、风险和机会。涵盖四个核心指标类别： 一、四大指标类别： 1、留任：总体离职率（主动+被动）、遗憾离职率、平均任职年限、离职风险指标 2、多元化：按级别/团队/职能的代表性、招聘管道的多元化（按人口统计）、按群体的晋升率、薪酬公平分析 3、敬业度：调查得分和趋势、eNPS（员工净推荐值）、参与率、开放式反馈主题 4、生产力：人均收入、管理幅度效率、新员工达到生产力所需时间 二、五步方法： 1、理解用户试图回答什么问题 2、识别正确的数据（上传、粘贴或从HRIS拉取） 3、使用适当的统计方法分析 4、提供有背景和警示的分析结果 5、根据数据推荐具体行动
Skill 内容
---
name: people-analytics
description: Analyze workforce data — attrition, engagement, diversity, and productivity. Trigger with "attrition rate", "turnover analysis", "diversity metrics", "engagement data", "retention risk", or when the user wants to understand workforce trends from HR data.
---
# People Analytics
Analyze workforce data to surface trends, risks, and opportunities.
## Key Metrics
### Retention
- Overall attrition rate (voluntary + involuntary)
- Regrettable attrition rate
- Average tenure
- Flight risk indicators
### Diversity
- Representation by level, team, and function
- Pipeline diversity (hiring funnel by demographic)
- Promotion rates by group
- Pay equity analysis
### Engagement
- Survey scores and trends
- eNPS (Employee Net Promoter Score)
- Participation rates
- Open-ended feedback themes
### Productivity
- Revenue per employee
- Span of control efficiency
- Time to productivity for new hires
## Approach
1. Understand what question they're trying to answer
2. Identify the right data (upload, paste, or pull from ~~HRIS)
3. Analyze with appropriate statistical methods
4. Present findings with context and caveats
5. Recommend specific actions based on data
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