HR analytics has evolved from a nice-to-have to a must-have for most organizations. However, little about people analytics is easy. It can be hard to collect data, clean it and draw insights from it. It’s even harder when there’s a need to integrate data among multiple systems—and commonly that is indeed needed. So how is HR doing in its attempt to create useful analytics? This study looks at a wide range of organizations, some of which are doing well with HR analytics and many of which are struggling. The study focuses on the following questions:
How are they doing? Are they successful in getting value from people analytics?
What are they doing? What tools do they use? Are they integrating data among systems? Are they using predictive analytics?
What leads to success? What are organizations that are successful with analytics doing differently from those that are struggling?
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