HR strategy is seen as a key and leading determinant of organizational success. Despite this, investments in HR departments are overall still quite low, when measured in accordance with strategic goals. This article dives into this topic examining some reasons for this apparent gap. It also looks at the positive impact that HR metrics have on HR management, both for research and practice. To do so, it provides a framework, summarized in five steps and 11 propositions, that reflects the strategic aspect of HR and challenges the future of people analytics.
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