Are HR Metrics and Workforce Analytics Truly Necessary?

            The organization data and the ability to utilize data have influenced the adoption of decision supports (Yount, 2011).  This is factor have thus increased the need to improve the efficiency of the organization management. This has influenced HR metrics and analysis of the workforce because they are associated with the ability to develop suitable decisions which are guided by the objectives of the organization.  This helps also in the development of a workforce working routine which is highly required in the organization of duties which leads to increased production (Yount, 2011).

            Another factor is that the scorecards are essential as they focus on the advancing and leading performance indicators from essential viewpoints (Yount, 2011). This helps in the development of ideas because they focus on things that already happened than what supposed to happen.  This, therefore, influences the increase of the adoption of HR metrics and analysis of the workforce. The need for high performance and efficiency is the other factor which influences the workforce analysis and the HR metrics as they are associated with speed and effectiveness since they provide the managers with adequate information (Yount, 2011).  In addition, the analysis tries to understand how the needs of the organization capital can change due to changes to different organizational aspects (Yount, 2011).

            Cost justification can be done by utilization of value-added, risk avoidance, enhancement of the organization and evolution strategies (Reddick, 2012).  The evolution strategy involves the approach of automation manually as the utilization of the web leads to increased costs and therefore value added approach is an essential than the reduction cost and it explains measures. The enhancement strategy of the organization leads to decreased or increased costs because of the improved HRIS. Value added strategy helps the organization in performing better as it helps in upgrading systems (Reddick, 2012).

 

 

            References

Shane Yount.(2011).The power of HR metrics: growth, performance, sustainment. Retrieved       from https://www.youtube.com/watch?v=nJRHRxa6O7s

Reddick, C. G. (2012). Public administration and information technology. Burlington, MA:         Jones & Bartlett Learning.