Today, I’m excited to feature a guest post by Eva Rykr of iOrgPsych.

To make an improvement, you must start with measuring what you have. To truly know the impact of a change, you must evaluate pre and post. But to make the best decisions, you must discover the seemingly unknowable. It’s not impossible, it just requires that you gather lots and lots of data. This is where analytics comes in.

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Image by Rebecca

This article is part of the Renegade Manifesto Series.

In order to create HR programs that inspire people to do great things that drive your business, you need great data. Of course, not all data is created equal.

If you want to develop better programs, use your employees as guinea pigs.

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Is HR a science? Last week, Laurie Ruettimann of Punk Rock HR posted an article in which she wrote,

I’m asking my fellow HR colleagues out there to quit pretending that our profession is rooted in science. It isn’t.

HR can actually be more of art – I’ll give her that. When you’re dealing with people, things are rarely black and white. But that doesn’t mean you shouldn’t act like a scientist.

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