From Data Chaos to Clarity: Transforming Information into Action

Identifying Valuable Data

The difference between valuable and nonvaluable data is whether it connects to business outcomes. Start by asking: What business problems need solving? What data might reveal gaps and opportunities?

Not all data sources will be necessary. If you’re tackling talent acquisition challenges, labor market data will be key — tools such as workforce analytics platforms and labor market intelligence software can help streamline data collection and analysis. But if you’re evaluating workplace culture, for example, external comparisons hold little value; culture is unique, and benchmarks won’t tell you what’s working (or not) internally.

While business priorities will vary, tracking the following four core metrics can guide workforce investment (that is, how much of your operating budget you spend on people):

1. Engagement: Are employees actively contributing?
2. Valuable retention: Are we keeping the right people?
3. Success factors: Are employees growing and advancing?
4. Workforce health: Are our employees healthy?

Beyond these metrics, workplace influencers (the employees shaping behaviors and culture) play a critical role. Identifying employees who shape culture and decision-making can help HR leaders take proactive steps in workforce planning. Why? Consider hospitals: It’s not the surgeons but the charge nurses who set the tone and guide best practices. HR’s job is to find and empower these key players.

Analyzing the Right Data

Start with the four key workforce metrics, calculate and combine their total impact, and then divide that by your total workforce investment. If the result isn’t positive, it’s a red flag. To get a clearer picture, adjust the numerator by multiplying it against your organization’s revenue growth rate — this will clarify whether your workforce investment aligns with business performance.

To identify workplace influencers, consider analyzing operational communications (e.g., emails, chat tools, and meetings), conducting organizational network analysis, or including peer recognition and feedback. AI agents can help you process this data, while predictive analytics can help uncover influence, engagement, and retention trends over time.

At this stage, avoid simply handing off the job of analysis to data scientists. Too many organizations rely solely on data scientists and don’t recognize the value of HR’s theoretical background, such as its knowledge of what makes for a good employee experience or talent strategy. HR leaders should work alongside data scientists to define the right questions, address persistent challenges, and uncover insights that move the business forward.

Of course, not every company has an in-house analytics team. Rather than building a team from scratch or relying solely on HR professionals with math skills (such as compensation leads), consider partnering with contractors or vendors to get targeted, high-value insights without overextending your resources.

Applying Data to Decision-Making

Keep report-outs focused on insights that tie directly to business objectives. Data should inform action, not just exist for the sake of reporting. To put this into perspective, let’s look at a few examples.

• Engagement. If employee engagement is a challenge, analyze influencer data to see who drives success. Use their communication style as a model for others while addressing negative influencers who may be undermining culture.
• Workforce planning. Say your organization is expanding into a new service line. Conduct an internal skills analysis, factoring in retention rates and skill longevity. Compare against external trends (e.g., skill demand and technological advancements) to identify shortages, upskilling needs, and hiring gaps.
• Attrition. Use data to understand why employees leave and what’s preventing them from staying. For example, a health care organization I worked with faced persistent retention issues but struggled to pinpoint why. By analyzing its organizational data, SHRM uncovered two key issues: Employees lacked the flexibility to use their benefits for mental health care, and scheduling made it difficult to seek treatment. After learning this insight, the organization adjusted its staffing and scheduling approach to create better access to care and improve retention.

For whatever data you report, benchmark against yourself. Tracking year-over-year progress helps HR leaders refine strategies, measure impact, and make better data-driven decisions.

Advancing HR’s Analytical Mindset

Though data sources have evolved, HR’s analytical skill sets haven’t kept pace.

To stay on or even ahead of the curve, organizations must empower HR leaders to strengthen their data literacy and apply an analytical mindset to workforce strategy. That means investing in education and training while incentivizing both.

One thing is sure: The future of HR won’t be defined by how much data is collected but by how well it’s used. When HR leaders harness insights effectively, they don’t just improve processes — they shape the future of work.