Research shows that many companies aren’t using objective talent data to make workforce decisions – even though it can help reduce costs, identify revenue streams, mitigate risks, and execute effective business strategies.
Improve your HR functions by making your analytics:
- Relevant. HR analysts need to apply data to the business issue (a top-down approach), instead using up resources on bottom-up data mining.
- Valid. The quality of data is important, as is the way leaders are educated about the credibility of talent metrics.
- Compelling. HR can’t present raw numbers and expect the right message to come through. Analysts must understand the audience, tell a story, and deliver conclusions that tie together the principal facts.
- Transformative. Talent data should help a leader make better, faster decisions.