In Tom Sarner's recent HR Executive Online article showcasing survey results from APQC and ACT Bridge, it was revealed that a majority of U.S. employers do not measure their return on talent investments. One reason posed by Loni Spratt, founder of IntelliTalent was that most organizations do not know what to measure or how to conduct these measurements, particularly in the area of talent acquisition.

What is a crucial first step in using HR analytics? To begin using data and analytics, HR first needs training on how to measure “softer qualities” such as skills or abilities that make a person a successful hire. Most people have not had training in how to collect data, how to analyze it, or what kind of recommendations to make after viewing the results. One way to ensure the use of analytics is to first train employees on the kinds of questions to ask and how they can be answered.

Will 2013 be the year that HR uses data to guide their decision making process? APQC’s Elissa Tucker is optimistic that we will begin to see HR practitioners using analytics more frequently.

How do you use data and analytics to guide your talent investments? What about in other HR areas? Comment below or tweet me your thoughts.