“Quick answer: The one that executives are tracking! It's a tough question and one I hear very frequently. Many HR tech firms, consulting teams, and internal stakeholders see People Analytics as something that could get to "done," but the reality is that we make complex, difficult, and various decisions across HR teams. As a result, People Analytics touches all of those areas and reports on all of those areas. Even if you could create reports for all current needs, you'd have a new need tomorrow, as companies shift and change so frequently. When I consult with new People Analytics teams, I advise them to focus on capability/agility and building a strong data foundation. You have to build that core strength to be able to adapt to any questions coming your way, as the business will surprise you with what they can come up with.” — Richard Rosenow