{"id":1639,"date":"2025-07-30T13:28:45","date_gmt":"2025-07-30T11:28:45","guid":{"rendered":"https:\/\/hrscout.es\/?p=1639"},"modified":"2025-07-30T13:30:28","modified_gmt":"2025-07-30T11:30:28","slug":"analisis_causal","status":"publish","type":"post","link":"https:\/\/hrscout.es\/en\/analisis_causal\/","title":{"rendered":"How can I link my business ratios to people management?"},"content":{"rendered":"<h2 class=\"wp-block-heading\">How can I link my business ratios to people management?<\/h2>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:15%\">\n<figure class=\"wp-block-image size-full is-resized has-custom-border\"><img fetchpriority=\"high\" decoding=\"async\" width=\"350\" height=\"350\" src=\"https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Imagen-recortada.png\" alt=\"\" class=\"wp-image-1570\" style=\"border-radius:50%;width:100px\" srcset=\"https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Imagen-recortada.png 350w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Imagen-recortada-300x300.png 300w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Imagen-recortada-150x150.png 150w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Imagen-recortada-12x12.png 12w\" sizes=\"(max-width: 350px) 100vw, 350px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-bottom is-layout-flow wp-block-column-is-layout-flow\">\n<span style=\"font-family: Roboto, sans-serif; font-weight: bold; font-size: 20px; color:#fbbc23\">CRIST\u00d3BAL RODR\u00cdGUEZ FRAILE<\/span><br>\n<span style=\"font-family: Roboto, sans-serif; color:#023047\">CEO at HRscout<\/span>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Today more than ever, companies need people management decisions to be aligned with business objectives. It's no longer just about creating a good work environment or reducing turnover, but about understanding <strong>how actions in the people area directly impact key indicators such as sales, productivity, or customer loyalty<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">In this context, <strong>causal analysis models<\/strong> position themselves as a powerful tool to transform people data into <strong>actions with real business impact<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What is causal analysis?<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Causal analysis models allow you to answer the question:<br><strong>What effect does a specific action have on a strategic outcome?<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Do sales increase when you invest in sales training?<\/li>\n\n\n\n<li>Do we reduce customer churn if we improve the engagement of customer service teams?<\/li>\n\n\n\n<li>Does absenteeism decrease when we strengthen leadership in certain middle management positions?<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Unlike descriptive analysis (which observes what has happened) or correlational analysis (which identifies relationships between variables), causal analysis <strong>studies the real impact of a decision<\/strong>, calculating the effect of one variable on another, allowing you to estimate the impact of its variation while also controlling for factors that could distort the results.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Therefore, one of the major advances offered by causal analysis is the ability to <strong>understand which people management variables are directly influencing key business metrics<\/strong>,<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">This approach allows the rest of the organization to view people management as an <strong>active lever for business impact<\/strong> and not simply as a support area. For human resources, it means going one step further, as they can define action plans that are much more aligned with reality since it is possible to see and explain how an investment in training or in improving a skill impacts a specific business metric and to what extent.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"784\" height=\"600\" src=\"https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Captura-de-pantalla-2025-07-30-a-las-13.23.11.png\" alt=\"\" class=\"wp-image-1643\" srcset=\"https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Captura-de-pantalla-2025-07-30-a-las-13.23.11.png 784w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Captura-de-pantalla-2025-07-30-a-las-13.23.11-300x230.png 300w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Captura-de-pantalla-2025-07-30-a-las-13.23.11-768x588.png 768w, https:\/\/hrscout.es\/wp-content\/uploads\/2025\/07\/Captura-de-pantalla-2025-07-30-a-las-13.23.11-16x12.png 16w\" sizes=\"(max-width: 784px) 100vw, 784px\" \/><figcaption class=\"wp-element-caption\">Significance and average effect analysis chart of different team competencies on the \"Contribution to Results\" metric. Example obtained with the HRscout application.<\/figcaption><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Segment to act with precision<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Once we know the variables we manage that truly impact the metric we want to work on, in addition to identifying the variables that influence the results, causal models allow us to segment employees based on those variables.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">This makes it possible to identify <strong>employee typologies<\/strong> in the face of a specific business problem and design <strong>differentiated and effective action plans<\/strong>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Applications with direct impact<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Some practical applications that forward-thinking companies are already using:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li class=\"translation-block\"><strong>Sales optimization:<\/strong> measure the effect of training, incentives, or structural changes on sales performance.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Customer retention:<\/strong> analyze how human factors (staff turnover, engagement, internal satisfaction) influence customer loss or retention.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Absenteeism reduction:<\/strong> identify which policies truly reduce sick leave and in which groups they have the greatest effect.<\/li>\n\n\n\n<li class=\"translation-block\"><strong>Operational efficiency:<\/strong> understand how team dynamics or leadership style influence response times, service quality, or goal achievement.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In an environment where every percentage point in sales, efficiency, or retention makes a difference, we cannot afford people management decisions that are not based on real impact.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Causal analysis models allow us to connect what we do in people management with the <strong>specific business results<\/strong>. They give us clarity about what works, for whom it works, and how to scale it efficiently.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">Today, more than ever, <strong>managing people means managing people data and linking it to the business<\/strong>, and causal analysis is the tool that allows you to do it with rigor, vision, and precision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph translation-block\">In this sense, <strong>HRscout<\/strong> has integrated the most advanced causal analysis techniques into its solution. This technology makes it possible to accurately estimate the effect that a human resources action has on a business outcome, even in complex contexts with multiple interrelated variables. Thus, HRscout not only allows you to visualize relationships between variables but also <strong>understand the real impact of people decisions on indicators such as sales, customer retention, or operational efficiency<\/strong>, enabling truly value-driven decision-making.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">If you\u2019re interested in learning more or would like to see practical examples, contact us and we\u2019ll explain how, in a simple and quick way, you can carry out this type of analysis in your company.<\/p>\n\n\n\n<p class=\"has-text-align-center wp-block-paragraph\"><a href=\"http:\/\/hrscout.es\/en\/#contacto\"><strong>Contact HRscout<\/strong><\/a><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>","protected":false},"excerpt":{"rendered":"<p class=\"translation-block\">Today more than ever, companies need people management decisions to be aligned with business objectives. It's no longer just about creating a good work environment or reducing turnover, but about understanding <strong>how actions in the people area directly impact key indicators such as sales, productivity, or customer loyalty<\/strong>.<\/p>\n<p class=\"translation-block\">In this context, <strong>causal analysis models<\/strong> position themselves as a powerful tool to transform people data into <strong>actions with real business impact<\/strong>.<\/p>","protected":false},"author":1,"featured_media":1643,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"page-header-footer-only","format":"standard","meta":{"footnotes":""},"categories":[44],"tags":[],"class_list":["post-1639","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-publicacion"],"_links":{"self":[{"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/posts\/1639","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/comments?post=1639"}],"version-history":[{"count":5,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/posts\/1639\/revisions"}],"predecessor-version":[{"id":1646,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/posts\/1639\/revisions\/1646"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/media\/1643"}],"wp:attachment":[{"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/media?parent=1639"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/categories?post=1639"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hrscout.es\/en\/wp-json\/wp\/v2\/tags?post=1639"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}