Our capacity to analyse HR data is, like most other aspects of the workplace, undergoing continuous transformation and maturation. That change can be illustrated in the trajectory from 'descriptive' to 'predictive' analytics, and word on the street is that this process will eventually become 'continuous' analytics. Predictive HR analytics is tending towards the mainstream, with more organisations using statistics or data mining techniques to create insights that will support their decision making. The Deloitte Human Capital Trends Report 2018 showed that 70% of their respondents are in the midst of major projects to analyse and integrate people data into their decision making. So for more businesses it is becoming true that they are breaking the wall between descriptive and predictive analytics. 

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In preparation for HRD's annual summits this year, they consulted with over 3,000 HR professionals around the Asia-Pacific region through roundtables, surveys and one-on-one executive interviews about their most pressing challenges. The results of that consultation process resulted in a wealth of insight from respondents across 10 countries. Their findings will form the basis for the topics explored and speakers presenting at this year's HRD Summits. In this HR blog, we're going to explore one of those topics - the top 5 goals of HR tech in 2019.

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