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August 2017, Vol. 5, No. 4

HR metrics and analytics make workforces more valuable

Even the most complex enterprise needs metrics and analytics to stay on course and compete in the global marketplace. Of all the parts of a company that can be optimized with analytics, the most valuable asset is the workforce itself. Gathering good data to describe and define employee performance with HR metrics and analytics isn't as simple as deriving metrics from warehousing or marketing campaign performance data. Descriptive analytics can expose subtle traits in employees and define their patterns of success or failure, and predictive analytics can help managers choose the right employees for upcoming team projects. But it's all for naught if the data is bad. Objective vs. subjective measures When it comes to human performance, having a handle on not only what is being measured but how can make a huge difference in the ultimate value of the metric. Management appraisal of employee performance, for example, is necessarily subjective, and that's a good thing -- it's where thoughtful opinion should prevail. But too often, the ...

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