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Manage HR Data

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5 years ago

The Challenge

The volume of data available to HR has increased exponentially over the past 30 years, overwhelming organizations with the wide variety of possible metrics to track and report.

People

Most organizations are not yet realizing value from their talent analytics investments; only 8% of senior HR leaders believe they are getting returns and just 15% of business leaders have changed a decision in the past year as a result of HR data.

While the traditional approach to improving HR’s success has been raising
the level of analytic sophistication—upgrading technology, purchasing high-end analytic techniques, hiring more skilled analysts—those efforts have not been delivering the expected results.

What the Best Companies Do

Data won’t go anywhere if it’s not applied. Leading organizations, then, focus on improving the business application of talent analytics, rather than just investing in analytic sophistication.
People

Improving business application leads to a 14% increase in Analytic Impact—the extent to which talent analytics improves decisions and provides actionable support to key stakeholders—which in turn improves talent outcomes.

Article originally published HERE

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