To utilize a workforce effectively requires information about it and the ability to analyze that in the context of the business’s needs. Yet it has long been the case that the use of analytics and business intelligence (BI) is least advanced in the human resources function. It remains so even as organizations introduce talent management applications to supplement or replace legacy human resource management systems (HRMSs). We believe that to apply analytics effectively to talent management processes in HR and also support the finance and operations management teams, organizations should examine new technology tools. I recently wrote about the challenges in workforce analytics (See: “Workforce Analytics: Do You Know How Much Your People Matter?“) and noted confusion about vendors and their offerings to meet this need.