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The Art and Science of Linking Survey Data to Business Metrics

Most organizations are not yet getting value from their talent analytics investments, which sets back the discovery and communication of meaningful patterns in talent data. Only 37% of HR leaders are confident that HR can define and collect measures to assess progress on culture change.

To improve the business application of talent analytics, HR leaders should focus on below three areas:

  1. Prioritize analytics on critical business questions.
  2. Apply business judgment to data science.
  3. Provide results that translate insights into clear decisions and action for business leaders.

Organizations that focus on these areas will be able to make better, more evidence-based talent decisions without making significant, new technology investments. 

Download our whitepaper to learn more.