Are HR Metrics and Workforce Analytics Truly Necessary?

I have 3 questions that I need answered separately apa format with in text citation and references.


Q1.  Are HR Metrics and Workforce Analytics Truly Necessary?”  Please respond to the following:


The answer to the discussion title is a resounding yes! But why? Data is extremely powerful, especially in our day and time when large quantities of data can be readily available at finger tips anytime and anywhere. Data helps organizations make critical decisions, and this is especially true for HR. With strong metrics and workforce analytics, HR can help an organization chart a strategic direction. Please watch this video “The Power of HR Metrics: Growth, Performance, Sustainment” (3 min 35 s) on the importance of metrics, located at Based on the video and your readings this week, please respond to the following question: • What factors have led to an increased interest in HR Metrics and Workforce Analytics in recent times? Give three (3) examples of how an organization can justify the cost of an HRIS investment.




Q2.  “Project Management: The Workflow Enforcer”  Please respond to the following:


Project management is very broad topic with many applications. In the technology space, project management is often used to ensure a standardized process workflow for any given implementation. From your readings this week, please respond to the following question:

• List and explain three (3) advantages of using a project management approach on an HRIS implementation. Rank from most to least important three (3) tools, techniques, and / or processes that you believe aid in the successful management of an HRIS project. Provide a justification for your ranking




Q3.  “HRIS and Compliance with Government Laws and Outlines” Please respond to the following:


For the first half of the quarter, we have been discussing how to build an appropriate HRIS. You can view these as the building blocks for a sustainable HRIS. In this week, we will now focus on HRIS and its responsibility to compliance with government laws and outlines. In the event of an audit from the Equal Employment Opportunity Commission (EEOC), accurate records must be accessible and accurate. If not, the organization can face critical consequences from various governmental entities.

• Read the article “Updating HRIS to Meet New Company, Governmental and Technological Requirements”, located at,-Governmental-and-Technological-Requirements-/. Next, from the readings in your textbook and the article, state the purpose for government mandates. Give three (3) examples of penalties that organizations induce when they fail to comply with government mandates such as OSHA or EEO. What strategies can organizations put in place to prevent penalties from occurring in the first place?