Workforce analytics about looking forward, not back

Examples of employers that are doing it right, and tips on how to get started
By Benoit Hardy-Vallée
|Canadian HR Reporter|Last Updated: 10/20/2015

In 1954, the great management theorist Peter Drucker wrote, “The days of the ‘intuitive’ manager are numbered.” He could not have been more prescient — looking at how finance, supply chain, marketing and sales now systematically use data and analytics to improve performance, it is clear every department needs to rely on objective methods. Reporting, benchmarking, statistics and forecasting methods now help executives make informed decisions. 

Using data in human resources is not new — but its business purpose is. After all, HR has been measuring certain talent indicators for awhile, such as employee engagement, satisfaction with training, headcount, turnover and performance management distributions. Advances in technology made this wealth of information more manageable.