Human capital analytics continue to be a source of confusion in the HR function because the profession still lacks basic fluency in the subject. In this Executive Interview, Jennifer Mann, Vice President of Human Resources at SAS, provides some basic guidance on how HR should be thinking about analytics and shares how her organization is applying these principles to improve their leadership development practices.
Key insights include:
The difference between predictive and reactive analytics
How siloed data affects HR’s ability to provide real–time analysis on talent trends as they are happening
How SAS used predictive analytics to identify a set of characteristics that best predicted the engagement and performance of a manager’s direct reports
When employees represent 70% of an organization’s operating costs, there is a strong incentive to maximize the value of that investment in a measurable way. In this Executive Interview, Jennifer Mann, Vice President of Human Resources at ...