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A high-impact HR data strategy isn’t about collecting more numbers. With the right structure, tools, and habits in place, HR teams can translate day-to-day data into decisions that create real business impac
t. At Credit Suisse, predictive analytics helped identify employees at high risk of leaving by analyzing patterns across engagement, performance, and compensation data. This gave managers a chance to intervene early, adjusting workloads, offering development, or addressing concerns. The strategy improved retention and saved the company an estimated $70 million annually in turnover-relate
d costs.That kind of impact is only possible when HR has the analytical capability to connect the dots.