Analytics key to unlocking the agile journey

People analytics should connect business performance to people performance. To do this, organizations must leverage data to optimize business outcomes and solve business problems. The feedback of analytics into the governance of programs is what enables corrective actions and change management to make HR truly agile. Nearly two-thirds of the respondents plan to implement more robust people analytics in the coming 12–24 months primarily to solve for issues around performance, capability, productivity and retention. Going by the trends that emerge from our Study, the linking of analytics and governance remains a key gap in enabling success of the transformation journey. Despite the planned investment, capability shortage and the lack of consolidated data are big roadblocks that need to be addressed. The HR function will need to build deeper talent science and data analytics capabilities to make their people analytics initiatives succeed. Many HR professionals focus their activities primarily on data collection and dissemination. To be effective, HR professionals need to shift to data interpretation and consultation to help business leaders make effective human capital decisions.