People analytics when your HR system already has analytics

Your HR system already holds your people data, so its reports start with the data in place. Several vendors sell the stronger analytics as a higher plan or add-on, and outside data is often extra. Data caps, late numbers, per-person risk scores and the use of your data in benchmarks and AI also need checking. Price the whole route before you compare a separate product.

By Ashish Manchanda Published 9 Nov 2026 Last updated 9 Nov 2026

Stay put

Your questions use data held in that one system, and your plan already includes the reports. Paycom, Personio and SAP SuccessFactors include reports in their base plans.

Upgrade

The missing piece sits in a higher plan or an add-on that you can price. BambooHR, ADP, Rippling and Dayforce sell it that way.

Outside data

Say you need finance figures in the same reports. Workday, ADP and Rippling sell that route separately, and Oracle charges above 50GB. Price that route and compare the total with a separate product.

Check first

Ask which plan or add-on holds the reports you want. Then ask what the contract lets you take out.

What changes when your HR system already has analytics

Your HR system already holds your people data. That is a real head start. Dayforce reporting draws on one platform and one data model. All of Paycom’s data flows into Report Center from its single software.

What differs is how each vendor sells the analytics. Some include it in the base plan. Some hold the stronger parts back for a higher plan. Some sell it as an add-on with its own price. The next section sorts the products by that.

Benchmarks are comparisons with other companies. In several products they draw on the vendor’s own customers. BambooHR draws on more than 30,000 companies. UKG’s Workforce Intelligence Hub draws on about 80,000 customers. ADP draws on aggregated data from about a million employers in the United States. Some products add outside data. Paycor’s benchmarks use US government (EEOC) data, and BambooHR’s salary benchmarks use Mercer data.

So the real questions are what your plan covers, what the rest costs and how far outside data can go.

Which HR systems include analytics, which hold it back and which sell it separately

Every product below is an HR system with analytics inside it. The useful split is how you pay for the analytics, because that decides what an upgrade costs. The table after the three groups sets each product against three questions. What does the base system hold? What costs extra? How does it link to other data and tools?

Reports included in the base system

Paycom includes its Retention Dashboard at no extra cost. Personio puts Analytics and Reporting in its Core plan. SAP SuccessFactors puts Story Reports and embedded reports in the platform at no additional cost. Deel Core covers people analytics too. These suit questions that use only the data the system holds.

Stronger parts held back for a higher plan

Moving up a tier is a plan change, so the cost is the gap between plans. BambooHR sells Custom Dashboards & Analytics only inside its Elite package, not as an add-on. HR Benchmarks sits in Elite as well. Core and Pro customers can view the Employee Turnover report in the Benchmarks tab. Rippling gives Platform Core pre-built dashboards that you cannot customise. Platform Pro adds dashboards built from recipes. A Rippling AI subscription adds new dashboards with custom reports. Keka puts People Analytics in its Growth plan in the United States. Paycor includes Paycor Analytics in its Complete bundle for businesses with under 50 employees.

Analytics sold as an add-on

In this group the analytics is its own line on the bill, so you can price it on its own. ADP sells Enhanced Insights to clients using People Analytics powered by DataCloud. Dayforce prices People Analytics on its own line. Oracle lets you start Fusion HCM Analytics for free and licenses outside use by employee count. SAP sells People Intelligence as an add-on licence to SAP Business Data Cloud. Workday sells Prism Analytics and Data Cloud as separate pieces. UKG gives two answers for UKG Ready. UKG’s benchmarking article calls People Insights an additional UKG Ready product that benchmarking needs. UKG’s plans page says Core includes people insights. Ask which one applies to your plan.

What the stronger tier buys

An upgrade buys more than extra dashboards, so weigh it on what it adds. BambooHR Elite includes the Advanced AI Assistant for benchmark questions and analysis, with strategic insights and scenario forecasts. Dayforce People Analytics adds machine-learning predictions such as turnover risk. ADP Enhanced Insights includes HR and pay benchmarks, data explorers and data mashups. Paycor announced Paycor Analytics, powered by Visier, in 2019. So the analytics inside an HR system may come from a specialist.

Where the base system ends and outside data starts
Product	In the base system	Costs extra or needs a higher plan	Linking to other data and tools
ADP Workforce Now	Metrics with peer comparison, and compensation benchmarking.	Enhanced Insights.	Enhanced Insights can match financial data against people data.
BambooHR	Standard reports, a home-page Insights Dashboard and a custom report builder.	Custom Dashboards & Analytics and HR Benchmarks, in Elite only.	Elite takes CSV files of up to 500,000 rows.
Dayforce	The core platform package includes analytics.	People Analytics has its own price book line.	Reports reach Excel and Power BI through an open data link.
Oracle Fusion HCM Analytics	Ask what your Fusion Cloud HCM subscription already includes.	Fusion HCM Analytics is built on top of Fusion Cloud HCM. Oracle offers a free start. Using the data in other tools needs a licence by employee count.	Ready pipelines from Oracle apps are included. Other sources above 50GB cost more.
Paycom	The Retention Dashboard, at no extra cost.	Paycom prices by headcount and the applications you use.	Paycom’s single database needs no third-party links.
Paycor	Ask which bundle holds the reports you need.	Paycor Analytics sits in the Complete bundle, on top of Basic and Essential, for under 50 employees. For 50 or more, Paycor asks buyers to call for a price.	Enterprise Data Sharing merges Paycor data with operations and finance data.
Personio	Analytics and Reporting, in Core.	Position Management, Workforce Planning and API access, a data link for other tools, in Core Pro.	Custom API credentials need Core Pro. Only reports enabled for API access can be retrieved.
Rippling	Pre-built dashboards that you cannot customise, in Platform Core.	Recipe dashboards in Platform Pro. Custom dashboards need Rippling AI.	Setting up feeds from other systems needs Rippling AI. A live link to a Snowflake data warehouse is available.
SAP SuccessFactors	Story Reports and embedded reports, at no additional cost.	People Intelligence, an add-on licence to SAP Business Data Cloud.	Business Data Cloud takes outside data. The sync from SuccessFactors runs one way.
UKG	Reporting and dashboards in all UKG Ready plans.	The Workforce Intelligence Hub, a new product for a limited set of customers.	Command Center, part of the Hub, needs Google Cloud services including BigQuery and Storage.
Workday	An analytics and reporting toolkit in HCM.	Data Cloud is a separate product that needs a Flex Credits subscription.	Prism Analytics takes data from any source. One People Analytics feature, Sentiment AI Data Insights, comes with a limited Prism licence. Use beyond it needs a separate order form.
Deel	Reporting across all workforce data, in Core.	Advanced is $19 and Elite is $29. Ask what each adds for reporting. Some features are still rolling out.	Deel has 200+ integrations in its marketplace.
Keka	Dashboards and Analytics in the US Foundation plan.	People Analytics in the US Growth plan. Data links (API and webhooks) are an add-on.	Scheduled report exports to your own servers, in Strength and Growth.

Zoho, isolved and Darwinbox also sell HR systems with analytics. The comparison page puts them beside the others.

What the stronger analytics costs on top of your HR system

Several vendors publish a price for the stronger analytics. BambooHR starts Elite at $25 per employee per month, against $10.25 for Core and $17.50 for Pro. Volume discounts apply automatically by headcount. ADP sells Enhanced Insights on its marketplace for $3.00 per employee per month, with the first payment free. Dayforce’s price book puts People Analytics at $28.80 per employee per year. Deel Core is $5 per person per month.

Take 1,000 employees as an example. ADP’s Enhanced Insights is an add-on. Its $3.00 comes to $36,000 a year at list price, on top of the HR system subscription. That assumes every employee counts for the full year. Dayforce’s $28.80 comes to $28,800 on the same assumption. Dayforce’s price book also includes a core platform package at $171.96 per employee per year, and that package includes analytics. So ask whether the $28.80 line is extra.

Dayforce’s own summary written for AI tools calls its pricing modular and not publicly available. That summary counts the price per employee per month. The price book counts it per employee per year. Implementation fees are separate.

SAP’s bill stacks up in layers. People Intelligence needs a subscription to SAP Business Data Cloud and to Employee Central Core HR. One UK reseller prices People Intelligence at £2.30 per user per month for up to 2,000 users, excluding VAT. In that reseller’s price list, prices rise 3.3% a year and solution support is not included. The reseller’s listing for the same service puts SAP Software Enterprise Support inside the subscription fees. Ask which one applies. For Business Data Cloud, the reseller sets a minimum of 640 capacity units. Each costs £0.79 a month.

Some vendors quote instead of publishing a price. Paycom prices by headcount and the applications you use. Personio asks you to book a demo for a quote. isolved asks you to fill in a form for one. Rippling asks UK buyers to request a custom quote. Its US plans start at $8 per employee per month with a monthly base fee.

A price can also move after you sign, so read the renewal terms. Under Paycor’s terms, it may change fees on at least 30 days’ notice. Continued use counts as agreement. Personio may raise fees by up to 5% on renewal.

Where the analytics inside your HR system stops

The analytics in your HR system work best on the data that system holds. The limits show up when you try to reach further, or when you use the numbers to judge a person. These six cards cover the limits that matter most to an owner of an HR system.

Outside data is often a second purchase

Several vendors attach a separate purchase to the route for outside data. ADP ties its links to the reporting tools Power BI and Tableau to Enhanced Insights. Workday sells Prism Analytics and Data Cloud separately, and Data Cloud needs a Flex Credits subscription. Oracle sets a 50GB limit on data loaded from external sources and charges for more. Setting up Rippling pipelines, its feeds from other systems, needs a Rippling AI subscription.

Plans cap how much data you can move

A cap matters when you feed a reporting tool on a schedule. UKG includes 10,000 event notifications and 1,000,000 data requests a month with UKG Pro Pay and People Center. It bills extra packs above that. Keka limits its data link to 50 requests a minute. Personio lets you create a company export once every six days, so a daily pull would not fit that export.

Some numbers arrive late

A report is only as current as its last refresh, so a late number can mislead a decision. Workday People Analytics content refreshes monthly. SAP’s pipeline from SuccessFactors runs in batches. Updated data typically arrives within a few hours. Oracle’s scheduled refresh can run daily, weekly or monthly. Oracle can also schedule intra-day refreshes, but only for transactional data and not for derived datasets. Personio report data can take up to 20 minutes to sync.

Risk-of-leaving scores sit beside each person

A retention score puts a risk label next to a named person, so the rules on who sees it matter. Paycom gives each W-2 employee, the US payroll category, a retention score built from more than 30 data points. One of them is commute time. Paycom’s dashboard needs no client set-up, and access is permission-based. Vendors also limit what their AI should decide. Under ADP’s AI principles, AI and machine-learning models should not be the determinative factor. This applies to decisions that affect an individual’s employment status. That is a reason to settle who sees a score before anyone logs in.

Benchmarks and AI features can use your own data

Your data can feed the vendor’s benchmarks and AI features, so the terms matter. BambooHR includes anonymised data from all subscriber accounts in its benchmarks by default unless a company opts out. A company that opts out loses access to HR Benchmarks. Under Workday’s product terms, Customer Content is used to train and improve Workday AI and analytics features. This applies to features associated with its Analytics & Reporting product line. The customer can manage that use by following Workday’s documentation.

Some announced features are not on general sale

A feature in a launch announcement may not be on general sale yet. So a contract should cover what you can use today. UKG calls its Workforce Intelligence Hub an MVP, a first version. It is for a limited set of customers in the United States. Oracle offers Fusion Operational Analytics on a limited basis. It plans general availability of its Deep Insight Agents within 12 months. Dayforce has select agent capabilities available now, with others arriving through 2027.

What should you ask your HR system vendor before you upgrade?

Plans, prices and limits differ by vendor, so each question below targets one gap. Ask them before you sign an upgrade, and get the answer into the order form. Each question comes with the answer to look for.

ADP: What does Enhanced Insights cost for our headcount, and when does the free first payment end? Good answer: A written price per employee, with the first-payment offer in the order form.
BambooHR: What will Elite cost us after your volume discount, and which dashboards does it include? Good answer: A written price per employee and a list of the dashboards.
Dayforce: Which price applies to us for People Analytics, the price book figure or a quote? Good answer: One price per employee per year, in writing.
Dayforce: Does the analytics in your core platform package already cover People Analytics? Or is the $28.80 line extra? Good answer: A written answer, with the line items in the order form.
Deel: Are we on the legacy Analytics or Analytics 2.0, and what does our plan include? Good answer: A named version and a list of reports.
Oracle: What do we pay to use our HR data in our own reporting tools? Good answer: A named licence and a price per employee.
Oracle: What happens to our analytics data and customisations if we end the contract? Good answer: A retrieval period and a copy of the data, in writing.
Paycom: Which analytics come with the plan we are quoted? Good answer: A written list tied to our plan.
Personio: Is the quote for Core or Core Pro? Does it include API access, a data link for our other tools? Good answer: A plan name, with API access written in.
Rippling: Which dashboards and reports need Rippling AI? What does it cost on top of our plan? Good answer: A list of each one and a price per employee per month.
SAP SuccessFactors: What is the yearly total for Business Data Cloud, People Intelligence and support together? Good answer: One yearly figure, with the yearly price rise written in.
SAP SuccessFactors: What do you charge to help us extract our data before the term ends? Good answer: A stated price, or a written note that it is free.
UKG: Is the Workforce Intelligence Hub on general sale in our country today? If not, which date goes in the contract? Good answer: A yes, or a delivery date in the contract.
Workday: Does our order include Prism Analytics or Data Cloud? How many Flex Credits does it need each year? Good answer: One named package and a yearly Flex Credits figure.

When to stay with your HR system and when to read on

Stay with your HR system if the reports you need already sit in the plan you pay for. If the upgrade and the route for outside data add up to close to a separate product’s quote, compare both.

Our guide to people analytics covers the separate products. The comparison puts them side by side. Want your own AI tool or data warehouse to read the data? Read the guide for that setup. For size, read the guides for mid-market and enterprise companies.

More in this guide

The People analytics guide
Compare the 33 researched products what each brings together, what its AI does, what it costs and the contract terms.
Mid-market companies which people analytics products suit 200 to 2,000 people, what they cost and what to ask.
Enterprise companies which people analytics products suit 2,000 people or more, what they cost, how contracts run and what to ask.
Companies whose HR system has analytics what the analytics in your HR system covers, what it costs and when to buy something separate.
Companies using their own AI tool or data warehouse how each product lets your own AI tool or data warehouse use the data, what it costs and what to check.