The HR function in businesses typically includes the use of metrics and analytics through the collection of data on employee effectiveness. HR metrics are used to quantify the cost and impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to monitor trends and changes with the collected data as it provides a measurement function that helps in human resource planning. HR metrics measure the value of time and money spent on HR activities in the company and along with HR metrics is HR analytics which is the process of combining data mining with business analytics techniques to analyze human resource data (Missildine, 2013) and provide an organization with considerations for effectively managing employees and quickly and efficiently achieving organizational goals. The main question lies in whether managers know what to measure and how the measurement should be conducted. Managers are often found by their subordinates unable to demonstrate a very cooperative attitude in terms of telling them what information they need, using HR metrics information included in existing reports, or even acknowledging receipt of the reports. These perceptions actually form the basic concern of organizations and their use of metrics and analytics as most managers consider metrics and analytics as a simple regular task in a management policy to calculate and report more metrics. There is a clear lack of communication and information regarding the evaluation and reporting of HR metrics and positive outcomes in terms of improved organizational performance. Information systems help managers make different and better decisions which also include...... half of the paper ......6-61. Retrieved February 12, 2014, from http://www.markhuselid.com/pdfs/articles/2003%20Becker-Huselid%20HR%20Magazine.pdfBoudreau, J. W., & Ramstad, P. M. (2003). Strategic HR measurement in the 21st century: From HR justification to strategic talent leadership. In Human Resource Management in the 21st Century, Marshall Goldsmith, Robert P. Gandossy, and Marc S. Efron (eds.), 79-90. New York: John Wiley Kamoche, K. 2001. Understanding Human Resource Management. Buckingham: Open University Press. Lawler, E. E., Levenson, A., & Boudreau, J. W. (2004). HR metrics and analytics: Use and impact. Human Resource Planning, 24(4), 27-35. Missildine, C. (2013). From HR metrics to HR Intelligence. HR Examiner retrieved February 12, 2014, from http://www.hrexaminer.com/from-hr-metrics-to-hr-intelligence/Ulrich, D. (1996). HR Champions. Boston, MA: Harvard Business School Press.