Business · Companies · 1 hr ago
HR teams urged to turn workforce data into business decisions
HR specialists in Mexico say teams should use workforce data to guide business decisions, rather than just produce reports.
Human resources departments already collect information, but specialists say it needs to be interpreted and linked to how an organization performs.
Only 18% of HR departments make decisions entirely based on data, while 68% do not use AI in those processes, according to figures cited in the story.
The goal is to show business leaders how HR programs, including employee well-being, affect productivity, profit, risk and the ability to keep operating.
Putting those effects into numbers can help leaders see HR issues as business issues, and make it easier for HR teams to offer options and recommendations.
HR teams are being urged to build the skills to explain their data; the story does not specify a deadline or a formal next step.
Human Resources teams are urged to use workforce data to shape business decisions rather than simply produce reports.
Specialists say HR should explain how its data affects business outcomes such as productivity, profitability, risk and operational continuity.
Guillermo Melin says HR data needs to be analyzed and connected to business indicators.
Mónica Lenz says HR teams should present evidence of the business returns from programs such as employee wellbeing.
A report cited in the article says only 18% of HR departments make decisions completely based on data.
- Who
- Human Resources teams, with advice from specialists Guillermo Melin and Mónica Lenz.
- What
- HR teams are urged to analyze workforce data and use it to inform business decisions.
- When
- Published November 4, 2026.
- Where
- Not stated.
- Why
- To show how HR initiatives affect business outcomes and support a strategic role for HR.
This story does not have two clearly opposing sides.
This story does not have a timeline yet.
- HR decisions based completely on data
- 18% of HR departments
- HR decisions not using AI
- 68% of HR departments
- Executives who use people analytics
- 71% say it is essential to organizational strategy
- Advice
- Connect HR indicators to business measures such as profitability, productivity, risk and operational continuity
1 source
What people are saying
The data has always been there (...) The problem I see is that we get stuck in reportitis, which generates some information, but you are not interpreting the story to really make the best decisions.
When you break down the data, you stop presenting an HR problem and it really becomes a business problem; you see it differently, and that happens with all indicators.
We need to start talking in terms of numbers, including intangible issues. Because otherwise the executives and leaders do not believe it.
With the data, the CEO sees something that perhaps seemed soft to them or typical of Human Resources, but when you show them the numbers it makes sense, because you talk about what can be perceived, because you are already seeing the impact on the business.