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HR teams are great at measuring how busy they are — but activity isn't impact, and until people programs are measured against the business KPIs that define organizational success, there's no way to know if any of it matters.

It's a question that has surfaced in every corner of HR over the last few years — the growing realization that HR strategy and the programs it designs and delivers need to be anchored in business objectives. Not adjacent to them. Integrated into them. Making that point is the easy part. The harder conversation — and the one most organizations aren't prepared for — is what comes next. In the video below, Meklen Managing Director Eric Martin responds to a question that gets to

R&D investments are NOT the primary driver of product Innovation. PEOPLE investments are. Creating business aligned, mature, tech and process savvy, positive culture driving HR functions is the BEST investment companies can make to improve a key business metric: INNOVATION. We've been exploring the connection between people analytics and business KPIs - how metrics like revenue per employee, customer satisfaction, operating margin, and market share growth are all shaped by me

Do CXOs care about People Metrics? Not really... No. And they shouldn't. What a CXO Actually Cares About: -Revenue per Employee. -Customer Satisfaction. -Operating Margin. -Innovation Velocity. -Market share. People Metrics can be great indicators of SOMETHING. But when they stand alone, without context, and without directly being tied to business KPIs - they serve no legitimate business purpose and tell no compelling story. This is where there often becomes a disconnect betw

5 standalone AI-Driven People Analytics platforms worth considering as an AI in HR entry point.