n order to create metrics, you need to have a credible, relevant, and complete data set to work with because unreliable data can affect your results. Raw data that is incomplete, irrelevant, or duplicated can limit the insights that come with HR analysis. Company time and money can be wasted by looking at a good research area, having good formulas but using the wrong information. As an HR professional it is import to ensure your data is complete and accurate to ensure you are making sound strategic decisions.
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/data-friend-or-enemy.aspx
https://class.content.laureate.net/92ece1fabaa1f7e0fcd80014972d5185.pdf
https://www.hrtechnologist.com/articles/hr-analytics/people-analytics-building-a-datadriven-hr-function/
https://ezp.waldenulibrary.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=edsgea&AN=edsgcl.271050201&site=eds-live&scope=site
https://www.fastcompany.com/90357244/this-is-why-data-is-now-more-essential-than-ever-in-hr
https://www.gartner.com/smarterwithgartner/dos-and-donts-of-using-employee-data/
https://www.ibm.com/watson/talent/talent-management-institute/ethical-dilemmas-hr-analytics/hr-ethical-dilemmas.pdf
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