ABSTRACT
The increased popularity of the human resources (HR) service center system had clouded the boundaries between products and services, since a strategic assessment of a client's needs was required before a decision could be made as to what portions of the system were to be used. When an integrated approach is used, professionals charged with developing workforce management strategies and programs will be able to increase the quality of decisions. There are two approaches to using evidence to inform decisions. One is to develop a hypothesis and then to use data analysis to determine whether it is supported. The other approach to using evidence starts with data analysis. If an organization wishes to find the causes for turnover, it may limit the analysis to data relating to top performers in high-value roles to reduce the effort required. An application of data can be testing the impact of an intervention.
