In short: Organizations often have more workforce data than they know what to do with. Before collecting more, get clear about what problem you are trying to solve and what you need to know to make a change that matters.
Before a big workforce decision, know what you already have and what it can tell you. These pages cover what to understand first, why plenty of HR data still leaves basic questions unanswered, and how to tell whether a change helped.
Most organizations already hold enough to show whether a program is working, and the first task is telling outputs and outcomes apart.
A report gets read when it answers the question the reader arrived with, and a credible impact story carries evidence and context alongside the human account.
Effective training and development start with understanding what employees need to succeed and grow. Look at the evidence and ask employees and supervisors about skill gaps, development needs, and opportunities for advancement before deciding where to invest.