Editor's note: Michael Lieberman is founder and president of Multivariate Solutions, a New York-based consulting firm. He can be reached at michael@mvsolution.com.

Today, the majority of human resource departments focus on reporting employee data. This doesn’t suffice in today’s data-driven economy. Human resource professionals need to analyze the vast amount of company data to gain tangible organizational insights and drive company acquisitions, optimize leadership communication, measure employee effectiveness and make crucial decisions with the aid of data-driven evidence.

Just as predictive analytics has maximized micro-target marketing, analytics are changing the human resource field. It enables the human resource department to:

In this article I will be sharing several tips for those looking to maximize the insights gained by using human resource analytics. 

Whether you are seeking branding insights, the optimal price for a product or evaluating employee engagement, keep an eye on the prize. Envision three to five bullet points the analyst must deliver to the C-suite, be it the CMO or the CHRO, as it will be the only output they read.

This mentality will lead organizations to adopt more efficient analytical practices, build a culture of data-driven decisions and lead the human resource industry as a whole to habitually adopt analytical methods into their everyday function.

In human resources, AI and machine learning are beginning to come to the top of the analytics hot topics. However powerful, these techniques still need human eyes to analyze and deliver the action plan. Moreover, these techniques do not always outperform older, tested methods that have been in use in the HR arena, such as the Caliper Profile or the Myers-Briggs Type Indicator.

Any human resource professional entering the HR analytics field should learn basic statistics – the equivalent of an int...