Workforce Management Turning Numbers Into Stories Learn about McKesson's data-driven approach that informs and drives HR strategy. By Jorge Figueredo Organizations today are leveraging data analytics in several different ways, from determining what product developments to prioritize to deciding which customers to target. But fewer companies employ a data-driven strategy throughout their entire organization. Evidencebased decision-making is equally as important for internally-focused departments-like HR-as it is for externally-focused departments. The ability for an HR organization to make well-informed decisions is becoming a competitive differentiator for the company's bottom line and also in today's tight talent market. Through smart analytics, HR departments can better understand the investment their company is making in its people and better align their people initiatives with business objectives. During McKesson's journey to create an analytics-centric team and HR strategy, the organization is learning [74] HRO TODAY MAGAZINE | SEPTEMBER 2016 important lessons and already beginning to realize the value of a data-driven approach. But remember: It's not just about having the data. Organizations need a team that understands analytics to help decipher the story the data is telling. Armed with this information, HR leaders can share insights with business leaders and team members. Determining the Right Data One of the primary goals of improved HR analytics is the ability to help leaders make faster, more informed people decisions. To do this, organizations need the right data and a strong governance model for data management. The old adage of " garbage in is garbage out " is true. So in addition to collecting data, McKesson assesses it to ensure the analyzed data is clean and trusted. What type of data should be collected? To determine