Historically, the human resources (HR) function and functionaries have struggled to establish their credibility and value in the eyes of key stakeholders, including the top management and line managers. Arguably, one of the reasons for this struggle for acceptance is their inability to present data-driven, business-oriented proposals, requiring urgent attention to elevate the analytical capability of the HR function. This paper focuses on the role and significance of HR analytics to organizations through a Six Thinking Hats approach. It presents a holistic understanding of HR analytics encompassing the concept, benefits, limitations, and likely solutions.
Boudreau, J.W., & Ramstad, P.M. (2006). Talentship and HR measurement and analysis: From ROI to strategic organizational change. Human Resource Planning, 29(1), 25–33. Retrieved 23 March 2016, from http://stage.marshall.usc.edu/assets/048/9986.pdf
