With data points from all of these systems in a single data model it becomes possible to determine which recruiting sources produce your organizations top performers or which result in the highest turnover rate. Usage data from the learning system can be correlated to staff performance reviews to show what courses your top performers are taking and use that knowledge to create additional learning plans to exploit the potential in your workforce.
Data aggregation and people analytics doesn’t have to end with HR. Consume data from role specific systems such as a ticketing system for customer support or quarterly metrics from your sales team to verify that actual performance aligns with their review ratings. Creating key performance indicators based on these results to help drive engagement though these role specific applications and create a culture of success driven by real performance.