Learning from practice: how HR analytics avoids being a management fad
本文指出人力资源分析因过于学术化和脱离业务而面临沦为管理时尚的风险，提出转向以业务为导向、可落地的分析模式，并通过案例说明如何将HR分析融入整体业务分析以提升决策价值。
Human resource (HR) analytics is touted to have the potential to bring great value to general managers’ and HR leaders’ decision-making on human and organization capital by supplementing intuition and experience with evidence. Yet, it currently risks becoming another management fad, because HR analytics has too often taken an “inside-out,” HR-centric, and academic approach being governed by a Center-of-Expertise (CoE) distant from the business. A shift towards an “outside-in” approach with a focus on actionable, high-impact analytics is needed. This development is accelerated by technology, which is rapidly consolidating the analytics landscape. This shift enables HR analytics to be taken out of HR and become part of existing end-to-end business analytics, where human resources is just one element in the value chains analyzed. This leads to more business relevant findings and impactful interventions, as illustrated in two cases.