Posted by Rishi Agarwal on April 12, 2012
Many HR organizations have a desired destination in mind, one where they have the analytics capability to make predictions about their workforce for which they can then develop targeted responses. For example, they want to be able to predict the likelihood of turnover for a particular role or individual, so they can devise specific retention strategies. Or they want to predict which high potentials have the best chance of success as a senior leader. In our experience, there are many steps on the workforce analytics journey and organizations sit at different points along the journey based on their information maturity.
|Rishi Agarwal is a principal of Deloitte Consulting LLP and the national co-leader for the Workforce Reporting and Analytics practice. He is a frequent speaker and writer on the topic of Workforce Analytics.|