HR has traditionally been viewed as a soft skill function. But today's HR leaders need to be data-literate.
By analyzing metrics on engagement, turnover, and performance, HR can provide strategic insights to the C-suite that drive business outcomes.
From Reporting to Prediction
The evolution of HR analytics moves through three stages: descriptive (what happened), diagnostic (why it happened), and predictive (what will happen). Predictive workforce analytics represents the cutting edge, using AI to forecast attrition, labor costs, and performance trends.
Tools like AI-powered cost prediction help CFOs and CHROs collaborate on workforce planning with data-driven confidence. Meanwhile, automated payroll anomaly detection ensures the underlying data is accurate and trustworthy.