More than ever before, HR professionals are being asked to show how their company’s workforce policies affect its overall business plan. As a rule, this information is not readily available.
For example, you granted merit raises to your employees this year. Can you measure your ROI on that expenditure? Did it resolve the turnover issue at your underperforming facility? Did it help retain the people and skills required to meet your company’s five-year growth plan?
In order to provide strategically sound answers, the HR staff needs the critical information provided by the right technology processes and analytical tools. They must be able to access and analyze data from all HR functional areas and employ appropriate methodologies to interpret the data, draw meaningful conclusions and make fact-based decisions.
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