Linkage with other departments

Attrition forecasting
Attrition segmentation
Top performer segmentation
Compensation analysis and compensation
tool
New hire strategies i.e. Recruitment
Retention
Training and Development
Organizational Effectiveness

Barriers in Human Capital

Analysis
Gaps in management knowledge around the usefulness of human
capital analytics.
A lack of accurate and mature human capital data and analytic
capabilities within organizations
A lack of internal capabilities and staff experience to make full use of
analytic tools
Difficulties in designing and executing cost-effective human capital
solutions.
An inability to gain timely agreement on human capital initiatives across
business units, making implementation less effective

 Integrating talent-related data and ensuring

accuracy/standardization across the enterprise.
Getting organizational buy-in for including
human capital data in business decisions
Building key functional partnerships between HR
and IT and Finance and Marketing Analytics
Attracting and retaining strong analytic talent in
our HR Analytics team.
Data consistency, systems integration,
information accessibility and analytic capabilities
for end users.

 Human capital analytics and its predictive business

value is not one of the traditional tools
Many have not yet bought into the potential and
value of human capital analytics
HR has not yet reached the level where it can
consistently and quantitatively demonstrate linkage
to value creation, causing many CEOs and CFOs to
view HR skeptically as a simply a necessary
expense.
The knowledge and experience is often lacking to
turn metrics into analytics and analytics into
strategies.