In article "Human Capital Measurement: From Insight to Action," authors Whitaker and Wilson
Is human capital performance effectively measured through in relationship between Standard Charter's human capital scoreboard and strategic planning agenda (SPA) processes?
Which two "challenges and key learnings" could be applied to your organization toward increasing human capital productivity metrics?
Is it HR's role to transform data into meaningful information and action? If so, why? If not, why not?
Provide your rationale supported by citations from related literature.