// AIHR Resource

Data Types for HRBPs

GUIDE
Introduction

Table of contents
For an HRBP, data is critical to inform decision-
making, understand the business, and address
employee needs. Therefore, knowing which data
types exist, how they add value, and where to find
them is key to partnering with the business effectively. 1 // Employee data

This guide provides an overview of data types relevant

to the HRBP role, sources of this data, and questions
2 // Performance metrics
the data types can answer.
3 // Recruitment and hiring data
The final section of this guide presents types of
analyses to extract insights from data. Knowing what
types of analyses you can do will also guide which 4 // Compensation data
types of data to collect from the start.
5 // Employment engagement data

6 // Technology use data

7 // Risk and compliance data

8 // Strategic business data

9 // Creating meaning from data

Data Types for HRBPs Guide // 2

Employee Data

Employee data includes information about individual APPLICATION

employees in an organization. This includes details like
demographics, job roles, tenure, salary, performance
records, and other personal or professional information.
Analyzing this data helps you understand your workforce,
monitor demographic trends, and devise diversity and
inclusion strategies.
Use employee data to perform workforce planning, identify
opportunities for diversity and inclusion initiatives, track employee
tenure, create succession plans based on employee demographics,
and map out organizational structure and roles.
You can also use this type of data to create employee personas based
on shared characteristics, which can inform priorities in EVP and
benefit design.

Data in this category
• Demographics (e.g., age, gender, tenure, educational
background, and departmental segmentation)
• Turnover rates: The rates and reasons behind
employee turnover help identify patterns and
underlying issues that may require attention.
• Attendance: Patterns and trends in absenteeism can
indicate employee engagement or operational issues.
• The span of control data (i.e., number of employees
reporting to each line manager within a given
structure): Ensure optimal team management and
organizational design.
Data sources Questions this data can answer
• Employee records from the • What are the characteristics of employees who stay
Human Resources Information with the company long-term versus those who leave
System (HRIS) within the first year?
• Exit interview data • What is the diversity profile of the workforce?
• Payroll systems • Are there disparities in employee demographics at
different levels?
• How does the workforce distribution vary by
department or location?
• What can be inferred about the needs of employees
based on shared characteristics?

• Headcount over time: Inform workforce planning and

talent demand projections.

Data Types for HRBPs Guide // 3

Performance Metrics

Performance metrics include data related to APPLICATION

individual and collective employee
performance and productivity at one point in
time or over time.
This information helps you evaluate employee
performance, identify high-performing
employees, and measure overall productivity.
You can use performance metrics to conduct performance
reviews, identify future leaders and manage talent, identify
potential gaps, develop employee recognition programs, and
make decisions about promotions.
They can also inform development initiatives applicable to
individuals or groups (i.e., gaps that are identified across a group),
as well as remuneration and reward decisions.

Data in this category Data sources Questions this data can answer
• Performance ratings • Performance management systems • Who are the top-performing employees?

• 360-degree feedback • HRIS • What performance trends are observed across teams?

• Self-ratings • Feedback from managers • What factors influence employee performance?

• Productivity measures (e.g., for service and call • Employee files • Where are the biggest development gaps?
center staff, you could look at calls resolved and lost
call rates) • Production systems (e.g., query • How do performance ratings compare across different
logging platforms, call center systems) areas of the business?
• Promotion rates
• Business financials
• Performance improvement plans

• Career development plans

• Financial results

Data Types for HRBPs Guide // 4

Recruitment and Hiring Data

Recruitment and hiring data comprise APPLICATION

information about the recruitment process,
Use recruitment and hiring data to
including metrics related to hiring and streamline recruitment processes,
sourcing candidates. reduce time to fill for open positions,
evaluate candidate sources, and
candidate experience.
This data helps HRBPs assess the efficiency
of recruitment, identify effective sourcing
channels, and enhance candidate quality.

Data in this category Data sources Questions this data can answer
• Time to fill • Referrals • Applicant Tracking Systems (ATS) • How effective are recruitment strategies?

• Cost per hire
• Candidate sources
• Offer acceptance rates
• Application source
• Experience feedback
• Candidate NPS scores
• Social media engagement dashboard
• HR databases
• Feedback from recruitment teams
• What are the best sources for
high-quality candidates?
• What is the diversity profile of the
recruitment pipeline?

• Diversity in the hiring
pipeline
• Conversation rates
within the funnel
• Number of applicants
• Social media
conversation data (e.g.,
how many people view
adverts and apply)
• SLA tracking (at each
point of the process)
• Onboarding data • Which sources produce the best quality applicants?
• What experience does the recruitment
process deliver?
• How effective is the process?

Data Types for HRBPs Guide // 5

Compensation Data

Compensation data covers information about APPLICATION

employee salaries, bonuses, and benefits.
You can use compensation
data to conduct salary
HRBPs use this data to maintain competitive benchmarking, ensure internal
and fair compensation structures, design pay equity, design bonus and
incentive programs, and create
benefits packages, ensure internal equity,
competitive benefits packages.
gauge employee satisfaction with benefits,
and address any pay-related issues.

Data in this category Data sources Questions this data can answer
• Base salary • Payroll systems • Is compensation competitive and equitable?

• Bonuses • HRIS • How does compensation vary across different roles

or departments?
• Pay ranges • Compensation committees
• What benefits are most valued by employees?
• Employee benefits participation • Industry compensation surveys
• Are there potential flight risks of critical and scarce
• Internal pay equity • Employee feedback talent? (looking at pay vs. benchmark vs. tenure)

• Pay gap analysis

• Pay changes over time

• Compa-ratios

Data Types for HRBPs Guide // 6

Employee Engagement Data

Employee engagement data APPLICATION

encompasses employee morale,
satisfaction, and engagement information.
HRBPs use this data to assess employee
morale, determine engagement drivers,
and develop strategies to improve
workplace satisfaction.
Use employee engagement data to
analyze employee engagement
survey results, design initiatives to
boost engagement, address areas
of low morale, and evaluate the
impact of HR programs on
employee satisfaction.

Data in this category Data sources Questions this data can answer
• Employee engagement survey result • Employee surveys • What is the overall level of employee engagement?

• Feedback from focus groups • HR databases • What factors contribute to or hinder employee morale?

• Absenteeism rates • Focus groups • How can employee engagement be improved?

• Employee participation in company events • Feedback from managers and

team leaders
• Experience feedback
• Recognition systems
• eNPS scores
• Disciplinary records
• Recognition data

• Grievances and complaints

Data Types for HRBPs Guide // 7

Technology Use Data

Technology use data allows HRBPs to evaluate the APPLICATION

effectiveness of HR technologies and identify
opportunities for automation and greater efficiency.
HRBPs need to understand how technology is used
in the workplace, including software, hardware, and
cybersecurity risks and awareness.
Use technology data to assess the adoption rates of HR
technologies, identify technology-related training needs,
enhance HR processes with the right technology, and
explore new tools to streamline HR operations.
You can also use this data to mitigate cybersecurity risks
through awareness and training.

Data in this category Data sources Questions this data can answer
• Usage of collaboration tools • IT departments • How are employees using technology to perform
their jobs?
• Software adoption rates • Technology usage logs
• What technology trends are affecting
• Remote work technology • Employee feedback workplace productivity?

• IT support requests • Software analytics • Are employees satisfied with the technology provided?

• Awareness training completion rates (compliance)

• Manager self-service use

• Employee self-service use

Data Types for HRBPs Guide // 8

Risk and Compliance Data

Risk and compliance data focus on ensuring that APPLICATION

HR practices comply with legal requirements and
managing associated risks.
HRBPs use this data to ensure that HR policies
align with laws and regulations, while also
maintaining a safe and compliant workplace.
With risk and compliance data, you can
conduct compliance audits to ensure
adherence to laws, address workplace
safety concerns, implement diversity and
inclusion policies, and manage legal risks
related to HR practices.

Data in this category Data sources Questions this data can answer
• Compliance audits • Legal and compliance teams • Are HR policies compliant with regulations
and laws?
• Workplace safety records • Safety records
• What risks exist in terms of compliance or
• Diversity metrics • HR policy documents workplace safety?

• Employee relations issues • Employee relations records • What corrective actions are needed to address
compliance issues?
• HR policies

• Incident reports (e.g., for drivers or miners)

• Safety and compliance training completion

Data Types for HRBPs Guide // 9

Strategic Business Data

Strategic business data is essential for HRBPs APPLICATION

to align HR initiatives with business objectives
and understand the broader context in which
HR operates.
This data covers business strategy,
organizational goals, and overall performance.
Use strategic business data to develop
HR strategies that support business
goals, participate in strategic planning
meetings, ensure HR objectives support
the broader organizational objectives,
and measure the impact of HR activities
on business performance

Data in this category Data sources Questions this data can answer
• Business goals and strategies • Business strategy documents • How does HR align with business objectives?

• Financial performance • Organizational charts • What are the strategic goals of the organization?

• Business unit structures • Financial reports • How does HR contribute to achieving business success?

• Market trends • Feedback from business leaders

• Industry analysis and insights

Data Types for HRBPs Guide // 10

Creating Meaning from Data

HRBPs can perform a variety of analyses to 1 Longitudinal analysis

extract insights from the data relevant to their
role. These analyses help them understand Track changes over time and identify trends.
which data is relevant, where to source it, and
how to use it effectively. APPLICATION
Monitor employee turnover rates, performance levels, or engagement scores over
This knowledge is crucial for answering business
multiple years to identify trends or the impact of specific interventions (e.g., a new
questions and providing valuable insights to training program).
stakeholders. Depending on the question at
hand, you can examine data in different ways to
create meaning. Each type of analysis offers you
a unique perspective. Ask yourself: What can the 2 Cross-sectional analysis
data do for me if I analyze it this way?
Analyze data at a single point in time to establish a snapshot of current
conditions or attitudes.
Here's an overview of the types of analyses that
would be beneficial for HRBPs and what they
can reveal. APPLICATION
Analyze current compensation data across the industry to determine the
competitiveness of your company's pay scales.

3 Comparative analysis
Compare data sets to benchmark or measure against standards or
best practices.

APPLICATION
Compare your organization’s benefits package with those offered by competitors or
industry standards to evaluate competitiveness and attractiveness.

Data Types for HRBPs Guide // 11

4 Correlation analysis
Determine relationships between variables.
APPLICATION
Examine the relationship between employee engagement scores and productivity
metrics to see if higher engagement correlates with higher productivity.
5 Segmentation analysis
Divide data into segments for more detailed analysis.
APPLICATION
Segment turnover data by department, tenure, or role to identify which segments
may have higher turnover rates and require targeted interventions.
6 Predictive analysis
7 Gap analysis
Compare current data and the desired data or benchmark to
determine the gap.
APPLICATION
Analyze the differences in average pay between different groups of employees to
determine gaps and address discrepancies through pay adjustments over time to
ensure equitable pay.
8 Descriptive statistics
Summarize and describe collective data in a meaningful, quantitative
way using appropriate statistical techniques.
APPLICATION
Use mean, median, and mode measures for salary data to understand central
tendencies and dispersion, which help set salary bands.

Use historical data to make predictions about future trends.

APPLICATION
Use past data on employee turnover to predict future turnover trends and
potentially identify at-risk employees.

7 Regression analysis
Identify the impact of one or more independent variables on a
dependent variable. Read more
APPLICATION How to Measure HR Effectiveness:
Assess the impact of training hours on performance scores to gauge the 12 Useful Metrics
effectiveness of training programs.

Data Types for HRBPs Guide // 12