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Key Points
  • Increased interest in HR analytics is driven by pull-based factors (demand for efficient use of resources, scarcity of talent) and push-based factors (advances in science behind analytics, advances in tools and technology)
  • Even though interest in HR analytics is increasing, it is still at a nascent stage because of traditional HR mindsets, lack of internal talent within companies, high investment cost and high operational cost
  • The emergence of focused solutions and third-party service providers is helping address challenges organizations face while implementing analytics in-house
  • Companies need to consider these factors while going in for third-party analytics – engagement model, pricing model, SLA/ KPI, change management, governance and service provider selection

The role of analytics as a strategic enabler in creating HR solutions to tap into human capital and turn it into a competitive advantage

HR, today, occupies a central role in helping organizations tap human capital, align it with business strategy and turn it into a competitive advantage. In this context, Analytics has evolved as a strategic enabler.


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