Adopt an “outside-in” focus, create end-to-end business analytics. Includes case studies.
HR Analytics too often takes an “inside-out,” HR-centric, academic approach that is not strongly connected to overall business goals. An “outside-in” process focuses on actionable, high-impact analytics. Technology can accelerate this development and lead to more business-relevant findings and impactful solutions.
What's contributing to HR analytics becoming a management fad?
How do you move HR Analytics to an ongoing part of management decision making?
What is the value of embedding HR Analytics in overall business analytics?
HR Analytics can supplement intuition and experience with evidence. Two case studies demonstrate how HR analytics can be a realistic contributor to HR impact.