AtoZ novaspráticaseminformaçãoeconhecimento ISSN:2237-826X PAPER | ARTIGO | ARTÍCULO People Analytics: far beyond the data People Analytics: muito além dos dados SilvanadeSouzaMoraes 1 ,IedaPelogiaMartinsDamian 2 1 Universidade Estadual Paulista "Júlio de Mesquita Filho" (UNESP), Marília, SP, Brasil. ORCID: https://orcid.org/0000-0002-4533-0236 2 Universidade de São Paulo, Faculdade de Filosoﬁa, Ciência e Letras de Ribeirão Preto, SP, Brasil. ORCID: http://orcid.org/0000-0001-5364-3243 Mail to/Autor para correspondência/Correo a: SilvanadeSouzaMoraes,ss.moraes@unesp.br Submitted/Recibido: 02demarçode2021; Approved/Aceptado: 19dejulhode2021 Copyright c 2021 Moraes & Damian.Alljournalcontent(includingdirections,editorialpolicyandtemplates)isunderaCreativeCommonslicenseAttribution4.0 International.Bybeingpublishedbythisjournal,articlesarefreetouseineducational,researchandnoncommercialenvironments,withmandatoryattribution ofauthorship.Tofurtherinformationcheck http://revistas.ufpr.br/atoz/about/submissions#copyrightNotice. Abstract Introduction: thisstudyaimstodevelopareviewaboutPeopleAnalyticsbasedontheliteratureintheareaavailableintheWebofScienceand Scopusdatabases.Theconceptwasexplored,aswellasstudiesthatdemonstratehowtouseitinorganizations,theadvantagesandchallenges ofitsapplicationandtheperceptionofmanagersaboutthisapplication. Method: theresearchwascarriedoutbasedonarticlesavailablein theabove-mentioneddatabases,publishedfrom2005onwards. Results: theresultsshowthatspecialattentionshouldbegiventotheorigin oftheanalyzeddata,aswellasacorrectanalysisoftheavailablematerialisfundamentalinordertogenerateinformationandknowledgethat representvaluefortheorganizations. Conclusions: itisalsoimportanttonotethatthetrainingofHumanResourcesprofessionalsintheuse ofdataisemphasizedinseveralarticlesthatcomposedtheanalysisreportedinthisstudy. Keywords: DataAnalysis,PeopleAnalytics,HumanResources,OrganizationalStrategy. Resumo Introdução: este estudo objetiva desenvolver uma revisão sobre o tema People Analytics baseada na literatura da área disponível nas bases de dados Web of Science e Scopus. O conceito foi explorado, assim como estudos que demonstram como utilizá-lo nas organizações, as vantagens e desaﬁos de sua aplicação e a percepção de gestores sobre esta aplicação. Método: a pesquisa foi realizada a partir de artigos disponíveis nas bases de dados acima citadas, publicados a partir do ano de 2005. Resultados: os resultados mostram que especial atenção deve ser dada a origem dos dados analisados, assim como uma análise correta do material disponível é fundamental para que possa gerar informação e conhecimento que representem valor para as organizações. Conclusão: destaca-se ainda que a capacitação dos proﬁssionais de Recursos Humanos para o uso de dados é enfatizada em diversos artigos que compuseram a análise deste estudo. Palavras-chave: Análise de dados, People Analytics, Recursos Humanos, Estratégia organizacional. INTRODUCTION Data, due to the constant development and advancement of the media, are increasingly available and accessible to both the public and organizations. In this way, organizations have based themselves on data to promote human resources actions, making use of its in-depth analysis for recruitment, selection, training, and performance evaluation. However, much remains to be done to allow the data used to be transformed into information and knowledge that is useful for strategic decisions in organizational contexts. The Human Resources area has turned its attention to People Analytics for planning, monitoring, use and performance based on data that can serve as inputs to generate information and knowledge that can help in decision-making and in the formulation of actions closely linked to business strategy, which has long been the desire of many leaders in this sector in organizations. However, the use of data in Human Resources (HR) functions presents barriers that must be analyzed and removed so that, in fact, this use brings strategic advantages to organizations. Something that also needs to be considered in the use of data are the ethical and legal issues related to obtaining information about the individual through access to their data. Faced with this context, this article aims to shed light on these challenges, based on the available literature on the subject. To do so, it seeks to answer the following question: "what organizational factors should be considered by organizations that want to use People Analytics (use of analytic techniques to enable managers to make better workforce-related decisions) (Shrivastava, Nagdev, & Rajesh, 2018)?". This work is relevant for academics because it brings an important survey of the literature on the subject; for HR students, because it brings some challenges to which these professionals will be exposed in their professional activities, and to organizational managers, because they will have an important consultation grant to understand the possible uses and challenges presented to those who are motivated to implement data analysis in the HR function. 1