Introduction
In today’s digital and global economy, employers face complex and difficult decisions on how to develop, reposition and re-skill their workforces at the speed of business — without making mistakes.
Traditionally, talent decisions have been subjective and vulnerable to bias. Brandon Hall Group research shows that even when talent decisions are data-driven, 70% take a retrospective approach — trying to understand what has already happened. While that’s important, the full potential of data can’t be realized until more organizations leverage it to determine what is likely to happen or what should happen based on the business situation and objectives. In other words, the use of data must evolve from descriptive (what happened) and diagnostic (why it happened) to predictive (what might happen) and prescriptive (what should happen).