HR analytics in public administration: potentials and challenges of data-driven personnel management

Digitalisation has fundamentally transformed many areas of administration. In human resources (HR), relevant data has often been scattered across different systems. HR analytics are digital applications that collect and analyse data from personnel files, time and attendance records or employee surveys to provide empirical support for HR policy decisions. The aim is to better forecast staffing requirements and development and to systematically support decision-making processes

The study shows that HR analytics can be used in particular for recruitment, staff retention and strategic workforce planning. Automated evaluations of application documents can structure selection processes, analyses of staff turnover patterns can indicate where action is needed, and predictive models can highlight foreseeable skills gaps – for example, due to age-related departures. Initial applications are already in use at individual public and quasi-public organisations in Germany.

At the same time, the study highlights key challenges. Many of the systems in use are based on complex algorithms that are only partially comprehensible to users. This can impair the transparency of HR decisions. Furthermore, the processing of sensitive employee data places high demands on data protection and IT security, particularly when external providers are involved. The study also points out that qualitative aspects of work – such as social skills or team dynamics – can only be integrated into data-based models to a limited extent.

Within this context, the study discusses various courses of action. These include establishing clear data governance structures, the gradual introduction of HR analytics within the framework of pilot projects, and accompanying training measures for HR and IT staff. The aim is to structure the use of data-based procedures in such a way that efficiency gains remain compatible with legal, ethical and organisational requirements.

Overall, the study illustrates that HR analytics can support human resources management in public administration, provided that its use is transparent, compliant with data protection regulations and respects human discretion in decision-making.

The key findings are summarised in five questions and answers, which are available also online on the project website.

28.04.2026

Further information and download

• TA-Kompakt Nr. 4 (only in German)
  HR Analytics in der öffentlichen Verwaltung.
  Potenziale, Risiken und Anforderungen an eine verantwortungsvolle Nutzung von Beschäftigtendaten (HR analytics in public administration. Potentials, risks and requirements for the responsible use of employee data) (PDF)
  doi:10.5445/IR/1000192556

• Project page (with five questions - five answers)