Wouldn’t it be great if we could just plunk in an HR analyst, build an HR analytics function, or buy a slick piece of technology, and we’d reap the rewards – capability in analytics, improved business performance, and heightened credibility for HR.
The reality is, it’s not that easy. Purchasing and implementing a tool or hiring an analytics expert doesn’t translate to having the capability. Success in analytics comes when people, processes and technology work together to achieve strategic goals.
Over the next few weeks we’ll discuss the four anchor capabilities which need to be in place for HR to become data driven and achieve success with people analytics.