Predictive analytics in HR – barriers to deployment

While predictive analytics can bring all sorts of benefits, it will not always be easy to deploy it effectively. But if you know the most likely barriers you can plan for them and improve the chances of success.


The introduction of any approach dependent on computing involves facing some obvious barriers. Your company needs to be able to identify and afford the right software, as well as any extra hardware needed to support it. This involves a significant investment of time and money, so having a good case for introducing predictive analytics is vital.

People with the skills to use and support the software are also a necessity. For predictive analytics this is not just a matter of IS technicians. You need someone with the statistical knowledge to put the right data into the calculations, to clean that data up beforehand, and to interpret the results in a way that makes them accessible to decision makers without losing their meaning. So you need someone who combines these skills with knowledge of how the software works, or two people with the appropriate skills and good communication between them.

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Links or other articles in this series:

Article 1: Predictive analytics – looking to the future in recruitment
Article 2: Predictive analytics in HR – looking at the big picture
Article 3: Predictive analytics in HR – smarter recruitment
Article 4: Predictive analytics in HR – training and development
Article 5: Predictive analytics in HR – retention
Article 6: Predictive analytics in HR – getting it right
Article 7: Predictive analytics in HR – barriers to deployment
Article 8: Predictive analytics in HR – the future