The demand for human resources leaders to contribute on a more strategic level has been spoken and written about for decades now without much progress at most organizations. However, the rise of deeper, more predictive talent analytics may be the key differentiator that gets HR over this hurdle. For this to happen however, the insights HR’s analysis produces must be directly applicable to pressing business challenges and tied to financial performance.
Understanding the “who, what, when, where, how” of the workforce is important, but understanding what that means to the business is crucial. HR must not only focus on integrating talent data to paint a complete picture of the workforce; it must also integrate key data from elsewhere in the business to understand how talent initiatives effect changes in business outcomes (profit, productivity, revenue, etc.).