Data and analytics capabilities are critical to shaping and intelligently managing the workforce of the future. Forward-looking businesses are already exploiting data’s unprecedented capability to dramatically improve decision-making and predict behaviors and outcomes.

But as our survey revealed, analytics initiatives remain a low priority among HR leaders and their businesses — ranking next to last among 10 potential HR initiatives. And this despite more than half of respondents citing analytics as a key skill needed for optimizing the integration of AI/ML and over 80 percent agreeing that HR can provide value through analytics.

What are leaders in this area doing that other businesses should find instructive?

Club Med, for example, is tapping into data and analytics to better understand how each employee contributes to the organization, measuring performance while also enhancing workplace training to address gaps or improve service. Club Med is also digging deep into data for key insights on employee satisfaction, job turnover and retaining top talent.

“We try to understand the profile of those who stay and succeed, so we can do a better job recruiting and retaining the best people,” says Sylvie Brisson, CHRO, Club Med.

What’s clear is that leaders in HR transformation are making the best use of D&A both to improve HR’s value to the business and to increase the organization’s overall competitiveness in the race for the best and brightest employees.

Johanna Söderström, SVP HR at The Dow Chemical Company sums it up well: “HR is beyond the age of “trust me” and being the keeper of data.”

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