What factors have led to increased organizational interest in HR metrics and workforce analytics?

When might the information from numeric information systems such as HR metrics and workforce

analytics not generate any return on investment?

What are some of the limitations of the traditional HR metrics?

4. Discuss the historical role of HR benchmarking and its strengths and weaknesses as part of a metrics and analytics program in organizations today.

5. What roles might more recent analysis activities, such as data mining, predictive statistical analyses, and operational experiments, play in increasing organizational effectiveness?

6. What differences exist between metrics and analytics that focus on HR efficiency, operational effectiveness, and organizational realignment? Offer examples of each.

7. Describe which characteristics of HR metrics and workforce analytics are likely to result in greater return on investment and organizational impact.

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