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As the risks facing companies grow and intensify, it’s critical to leverage data to keep looking for earlier and earlier indicators of risk. With the wide-ranging business and reputational risks that come with employment-related litigation, and the increased pressure to recruit and retain employees in a hyper-competitive talent market, HR data provides a particular opportunity to spot emerging issues that may impact an organization’s operations and future success.

Data as seemingly routine as that relating to attendance, hours worked, job performance, and enrollment in benefits can, when viewed in combination, direct employers to potential problem areas. If left unaddressed, such issuespotentially including lack of employee engagement, missed promotion opportunities, noncompetitive wages or benefits, or simply a misinterpretation of company policiescould create significant labor relations issues that have legal and/or HR-related consequences.

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