Talent metrics measure tangible data like headcount and attrition rates, while talent analytics provide strategic insight by measuring intangibles in a future-focused way to predict outcomes. Analytics align metrics to business strategy by illustrating trends and correlations within complex data sets. While metrics provide quantitative information about past and present states, analytics perform systematic analysis to connect multiple data points, drive strategy, and predict the future in a transformative way.

1. METRICS vs. ANALYTICS
Advancing from HR Metrics to Talent Analytics

2. “You really can’t have actionable
analytics without well-designed
metrics”

3. Talent metrics can also be known as workforce analytics and measure tangible
data such as headcount, attrition, and compensation.
Talent analytics provide strategic talent insight and are designed to measure
intangibles in a future-focused manner to predict possible outcomes. Analytics align
metrics to business strategy and illustrate correlations and trends within multiple (and
often complex) data sets.

4. Talent Management
Talent Programs
Talent Analytics
T
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T
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STRATEGIC BUSINESS VALUE

5. Metrics Analytics
Transactional Reporting Strategic Analysis
Provides a standard & tangible
system of measurement
Provides a systematic analysis of
data or statistics to gain insight
Measures single data points Connects multiple data points
Provides quantitative counts
and information
Provides systematic computational
analysis of data or statistics
Guides tactics and operations Drives strategy and alignment
States the past and present States the past, present and
predicts the future
Provides outputs of counts and
rates
Provides outputs of patterns and
trends
Informational Transformative

6. Metrics