Data and analytics can be valuable to HR. But only if you're measuring the right things, in the right way.
For some in the political sphere, we’ve entered a ‘post-factual’ era. However, for most organizations hard data has become more sought-after and valuable than ever.
Collecting and analysing data allows for an evidence-based approach to solving HR-related business problems. That’s hard to argue against. Where problems arise is in deciding what to measure, how to do so and to what purpose.
There is an increasingly widespread concern that HR has become preoccupied with jumping on the analytics bandwagon: measuring things and collating data without questioning the goal and value of the exercise, and without giving due consideration to how data should be interpreted. Consequently, some HR metrics are far from illuminating.
Article spotted by: Louise Burden
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