Human Resource leaders are urged to apply big data and predictive analytics to talent, leadership, and organizational capabilities. But too often, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. So how do leaders use better data and analysis to gain the long-sought strategic impact of human capital decisions?
Beyond the data and analytics, strategic success hinges on fundamental questions about storytelling, culture, uncertainty, and the connection between artificial and human intelligence. HR analytics leadership should be a priority, but it’s not about simply applying the latest innovations or waiting for HR to deliver new analyses.
True leadership means understanding and enhancing pivotal decisions.