Over the last 30 years the volume of data and metrics available for HR to report on has increased exponentially. In addition, 70% of organizations expect to increase the resources they dedicate to talent analytics in the coming years. However most companies are not realizing the value from their analytics investments, with only 12% of organizations currently using talent data to effectively inform business decisions.
Talent Analytics
HR chasing the analytics dream
Four ways to drive business value
Leading HR executives make four types of investments to increase the business value of talent analytics. First, they invest in strategy to align the vision of talent analytics with internal clients' needs. Next, they invest in execution by sourcing and practicing the use of analytics to solve critical business challenges. They invest in analytics application skills and HR's technological capacity. And finally, they invest in infrastructure by building effective relationships with HR partners, business leaders and vendors.
The payoff for investing in analytics
Just 15% of business leaders have changed a decision in the past year as a result of HR data. However, HR can boost gross profit margins by 4% and drive talent outcomes by up to 23% by improving analytic impact — the extent to which talent analytics improves decisions and provides actionable support to key stakeholders.
Insights You Can Use
Learning analytics
The best learning and development (L&D) functions deploy data management, analytics and reporting capabilities to:Â
- Measure the effectiveness of, and ROI on, all learning programsÂ
- Adjust L&D programs and optimize L&D investmentsÂ
- Communicate business impact to stakeholders
By precisely assessing and reallocating programs in their learning portfolio, these L&D teams not only elevate their impact but also secure the credibility of the function as a key contributor to the business.Â
HR’s role to digitalization
Companies are struggling to transform their businesses to meet the urgent call of digitalization. 67% percent of leaders believe their businesses must become significantly more digital to be competitive, but often digitalization strategies may be too underdeveloped or siloed to be truly transformative.
Decision-Making Tools
White Paper:
From Workforce Reporting to Impactful Talent Analytics
Why some investments in HR data and analytics sophistication fail, and what to do about it.
Report:
Transforming HR’s Impact on the Business
The best ways to overcome the three key challenges that HR faces in improving analytic impact.
Article:
Use Talent Analytics to Hire Hyper-Specialized Talent
Understand the labor market, including supply / demand of skills, location, competition, and cost data, to make better decisions.
ReimagineHR 2018 Key Take-Aways
Gartner ReimagineHR 2018 brought together 2,500+ HR leaders to learn and discuss how to drive innovation and transformation across their organizations. Learn what you missed in our 2018 series.
Gartner’s Talent Analytics Experts
Brian Kropp
Group Vice President,
Gartner Research
Dion Love
Principal Executive Advisor
Gartner is a trusted advisor and an objective resource for more than 15,000 organizations in 100+ countries.
Gartner is a trusted advisor and an objective resource for more than 15,000 organizations in 100+ countries.
Learn more about how we can help you achieve your mission-critical priorities.