“Some people will say it will never work. That’s when the risk–reward analysis would be helpful: Determine the investment needed to get an early win, take on a smaller problem, demonstrate a win, then move on to more projects.”
—Mats BeskowDirector of Human Resources, Landstinget Västmanland
In their quest to bring analytics to the HR function, practitioners have faced many forms of resistance. These range from stakeholder concerns, to unwillingness to invest financially, to doubts from the HR function itself. All of these forms of resistance can be overcome.
This chapter discusses the following:
• Types of resistance to workforce analytics: Stakeholder skepticism, financial frugality, HR hesitancy.
• Suggestions for ...