Why is it important to put HR metrics and analytics in context?
What will be an ideal response?
: Reporting HR metrics data alone is ineffective in leading to improvement in managerial decision making. Data points representing important organizational outcomes become useful when the decision maker can attach some meaning to them. Often data will need to be placed in context. For example, that an organization’s turnover level for newly hired management trainees is 13% is more meaningful when it can be placed in the context of the organization’s previous turnover history for this position. Is turnover rising or falling for this position, and if so, how quickly? Reporting trend information for metrics is one way to provide the context that gives meaning to the data, thus creating useful information.
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