For too long, HR strategies have focused on metrics. Metrics are only numbers that answer quantitative questions without focusing on the drivers, challenges, and issues of personnel qualitatively. In fact, metrics are common sore points between employees and performance appraisers. Analytics on the other hand dig under the numbers to answer the whys, hows, and why nots? Analysis ties results to business goals, identifies discrepancies and gaps, and drives long-term growth and employee satisfaction.
This is easier said than done. Most organizations follow old-school “number game” principles. Most HR teams are neither skilled nor equipped with tools that can help them analyze turnover, engagement levels within the organization, or performance drivers. Read More