Metrics as a Management Tool

Use analytics to predict business impact, and identify the vital few talent metrics for your balanced scorecard.

 

Only 37% of nearly 300 professionals cite regular use of talent metrics when making decisions about human capital. 
 
Why?

  • Companies don’t access a variety of qualitative data and quantifiable talent metrics, integrating them from a number of sources.
  • 35% of respondents say accessing data that spans the entire talent life-cycle using predictive talent analytics is a moderate to serious challenge.


90% of companies use spreadsheets as a workforce planning tool, with templates developed internally,

while 20% use a technology solution and templates that were developed by a vendor. 
 
Still, 26% of organizations say they don’t take action with the talent information they have.
 
Why?

  • Only 45% of surveyed global companies agree their workforce planning team is effective at analyzing trend data.
  • 19% of HR professionals agree that they are proficient at predictive analytics.

Why?

  • One or more of these are missing−
    • a process to capture data
    • report data
    • analyze data
    • tell a story with data
    • and use selected metrics as a management tool in change initiatives

Many companies have applied talent analytics to close current and anticipated capacity and capability gaps.

You don’t have to try to boil the ocean.

 

Let’s begin with data on one critical role, and turn a pain point into a success story.