100 Questions You Can Answer With HR Analytics


There’s a lot of buzz around HR analytics.  But when you listen carefully, you’ll discover that virtually all the discussion always seems to end up focused on just one outcome: predicting turnover.  And while that’s a cool thing to do, there’s a lot more to HR analytics than forecasting turnover with ever-greater precision.

To help get your creative juices flowing, we’ve identified 100 questions that HR analytics can address.  That’s 100 important problems that could be much more effectively solved with the fact-based, actionable insights of analytics.  (No more need to trot out the old standbys of guesswork, intuition and hope!)

For example, important questions that HR analytics can answer include the following:

  1. What are the three most important things we need to focus on to improve sales?
  2. What interventions would have the greatest impact on managerial effectiveness?
  3. What would be the best actions to take to better manage our employees who work remotely?
  4. What specific aspects of our culture are impeding us in providing better customer service?
  5. What can we do to foster greater levels of innovation?
  6. How should we modify our leadership development program to drive better business results?
  7. Our recent employee survey highlighted our lowest scores; are these, in fact, the most important areas for us to focus on?
  8. Would a different pay structure help to reduce employee turnover?
  9. We’re in the middle of a merger/acquisition; are there any big incompatibilities between our two companies’ cultures?
  10. What key measures should we include in our annual report to our Board of Directors?

Here’s the full list of 100 questions.

Interested in discussing how your organization might tackle one of those questions using HR analytics?  Contact us today to schedule a free 30-minute consultation with Laurie Bassi.


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