ParticipantSaswat Barpanda
ParticipantForum Replies Created
It’s better to balance business needs and privacy by allowing only anonymized, purpose-limited data sharing while strictly protecting sensitive personal and health information, thereby ensuring ethical compliance, customer trust, and long-term organizational sustainability.
Hi Dennis,
Based on industry practice, Excel + Power BI already covers a significant portion of day-to-day HR analytics work, especially in workforce reporting and dashboards, attrition, engagement, DEI, and productivity analytics, stakeholder-facing insights and storytelling. In most organizations, 80–85% of HR analytics work is still descriptive and diagnostic, where strong Excel modelling, Power BI visuals, and business interpretation matter far more than heavy programming. Python or R is not mandatory for most HR analytics roles—but it is a strong differentiator especially in predictive attrition modelling, advanced workforce planning, text analytics (engagement surveys, exit interviews), AI-driven HR use cases
BSC gives us stability and alignment to strategy. OKRs give us speed and agility in execution. Together, they help us run the business and change the business
using OKRs in place of traditional KRA/KPI formats within a Balanced Scorecard framework is not only doable but strategically powerful. The Balanced Scorecard anchors the organization to long-term strategy and ensures alignment across financial, customer, internal process, and learning perspectives. OKRs then operate at the execution level, translating these strategic objectives into agile, time-bound, and outcome-focused goals. BSC ensures stability while OKRs add speed, experimentation, and responsiveness which allowing organizations to run the business efficiently while simultaneously transforming it.
