By Mike Kennedy, Technical Evangelist
Talent Analytics, Corp.

Talent management solutions continue to laud the strategic talent information their million dollar systems have delivered. However, when you explore what they track – they track historic data such as employee headcount, compensation and other tactical, activity based information. The connection to business objectives continues to be murky, at best.

Other areas of the business are judged on results and hard data –CEOs wonder why HR should be any different? The answer is it shouldn’t.

Now it doesn’t have to be.

When a company leverages talent analytics, it has quantitative data, which allows it to make fact-based decisions. This is when talent information truly becomes strategic.