On 11 June 2026, Bernd Carette, Director at KPMG in Belgium, and Mathias Pauwels, Manager at KPMG in Belgium, welcomed a group of HR leaders to our offices in Zaventem for an interactive session on People Analytics. The session featured two speakers and explored how organizations can place data at the heart of HR to enable evidence-driven decision-making. Thomas Guillitte, People Analytics Lead at Swift, shared his journey of building a People Analytics capability from the ground up, highlighting key lessons for HR and the business. Additionally, our alliance partner Workday showcased how HR data can be translated into actionable insights through real-time dashboards and analytics.
Why People Analytics is now a strategic priority for HR
AI and advanced analytics are transforming how organizations operate and compete, placing HR at a turning point, with 83% of Chief People Officers expecting their organization to scale AI adoption in the near future.
Organizations incorporating People Analytics practices into their business see up to a 25% increase in productivity and stronger financial performance. It augments HR’s role by enabling evidence-based decision-making, confirming HR as a strategic partner, while highlighting data quality as the enabler to strengthen workforce decisions.
From insight to action: People Analytics driving workforce decisions
Leading organizations in HR analytics are evolving along a clear maturity path: from understanding what happened, to anticipating what will happen, and ultimately determining what actions to take through predictive and prescriptive analytics, increasingly powered by AI. As part of this journey, they aim to move beyond fragmented and manual reporting towards a unified, data-driven HR capability, supported by AI. KPMG strengthens HR analytics maturity through a methodology that moves organizations from ambition to implementation:
1. Build a future-ready HR analytics vision anchored in business impact
KPMG supports organizations in strengthening their HR analytics maturity through a pragmatic methodology that bridges ambition and implementation. This starts with defining an HR analytics strategy aligned with broader business objectives, followed by identifying stakeholder needs and pain points. Organizations assess their current maturity and required capabilities, using a persona-based approach to determine which decisions need to be supported and where insights are most critical.
2. Conduct a fit gap analysis and develop the supporting business case for People Analytics
A critical step in this journey is evaluating how existing tools and the broader HR technology landscape support the desired trajectory. This includes assessing user experience, data consumption, integration, security, scalability, and cost. Based on these insights, organizations can build a robust business case, shortlist suitable solutions, and select the HR analytics platform that best fits their ambitions.
3. Execute through a phased roadmap, starting with data foundations and scaling AI-driven insights
Finally, we help translate this vision into action by developing a clear implementation roadmap to scale analytics capabilities. This roadmap prioritizes establishing a strong, governed data foundation. Once this foundation is in place, organizations can progressively unlock the full potential of AI-driven HR analytics, automating insights, enabling predictive capabilities, and supporting faster, more informed decision-making across the business.
The value of People Analytics
Swift‘s testimonial confirmed that People Analytics is a capability that is built iteratively. It delivers value through disciplined, gradual execution and continuous stakeholder alignment, where data, governance, technology, and adoption evolve together, with impact via MVPs is already possible before full maturity is reached.
Complementing this, Workday showed that once a strong and secure data foundation is in place, organizations can use AI enabled People Analytics more effectively through intuitive, persona-based dashboards that support fast and secure decision-making across the business. Enabled by Workday Prism and Workday Data Cloud, it allows organizations to integrate, transform, and govern both Workday and external data into a unified and business-ready dataset.
People Analytics is a strategic capability. Organizations that are able to translate data into actionable insights, supported by a strong data foundation, are better positioned to take evidence-based decisions, and build a future-ready workforce that aligns with the organization's priorities and strategy.
Did you miss the event?
Access the presentation slides or explore our in-depth HRIS X-ray whitepaper.
