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The Surprising Truths About Big Data (Part 2 of 3)

Read part one of this series: Truth 1: More Data Does Not Equal Useful Data.
Read part three of this series: Truth 3: There Are No Magic Metrics.

Truth 2: Technology Alone Is Not a Panacea

Of course, a basic level of data management competence is necessary to deliver results. Organizations need to maintain consistent data governance and standards, protect data from risks to security and confidentiality, and effectively store and make that data available for analysis. Investments made to attain that foundational level of data management will pay off.

However, investments beyond that foundational level start to yield diminishing returns. A narrow focus on improving analytic sophistication – an organization’s effectiveness at using advanced methodology for talent analytics – tends to lead only to a modest 5% effect on analytical results.

Talent Analytics, HR Data

Most organizations can improve analytical results simply by doing a better job applying their existing data insights to business questions without making additional investments to raise the level of analytic sophistication.

This is an excerpt from CEB’s new white paper titled “From Workforce Reporting to Impactful Talent Analytics.”

Read more by downloading the full white paper.

Register today! Join us in a complimentary webinar on “The Analytics Era: How Talent Analytics is Transforming HR’s Impact on the Business” (Thursday, September 19, 2013 at 12:00 p.m. EDT). 

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