Many HR software packages include built-in analytics. This is a good thing, some data is better than no data. However, as HR gets more sophisticated, we need to move beyond accepting a vendor’s claim about built-in analytics and understand exactly what those analytics can and cannot do.
The first observation is that for most HR software it would be better to describe the built-in capability as “reporting” rather than “analytics.” Again, reporting is a good thing, but at this point HR should be distinguishing between reporting data and doing an analysis — even if there is no sharp line between the two.
