Predictive Analytics in HR: Gregory B. Myers on Anticipating Workforce Trends

In an era where workforce dynamics are changing faster than ever, organizations are looking for ways to stay ahead of the curve. Gregory B. Myers, an experienced HR technology leader, believes that the future of human resources lies in the smart use of predictive analytics. His perspective offers a clear and practical roadmap for how businesses can anticipate workforce trends, enhance decision-making, and create more resilient organizations.

With over 15 years of experience leading digital transformation initiatives, Myers has seen firsthand how traditional HR practices often react to problems after they arise. He champions predictive analytics as a proactive strategy that empowers HR teams to make smarter, faster, and more impactful decisions.

“Predictive analytics gives us the ability to move from hindsight to foresight,” Myers explains. “It transforms HR from a reactive function into a strategic partner driving business growth.”

Understanding Predictive Analytics in HR

At its core, predictive analytics in HR uses historical data, machine learning, and statistical algorithms to forecast future outcomes. Whether it's predicting turnover, identifying high-potential employees, or forecasting skills gaps, the goal is to act before issues escalate.

Gregory B. Myers emphasizes that the true value of predictive analytics isn’t just in data collection — it’s in interpretation and action. Tools like Visier Analytics, which Myers has implemented in major enterprise environments, can analyze thousands of data points across the employee lifecycle and surface meaningful patterns that may otherwise go unnoticed.

For example:

• Identifying employees at risk of leaving months before they submit their resignation.

• Pinpointing skill shortages that could hinder strategic initiatives.

• Forecasting the impact of organizational changes on employee engagement.

According to Gregory B. Myers, organizations that harness these insights can build stronger workforce strategies and minimize costly surprises.

Building a Data-Driven Culture

While technology is critical, Myers also stresses that predictive analytics succeeds only when paired with a data-driven culture. HR teams must be trained not only to read reports but to understand the story behind the data.

He encourages HR leaders to collaborate closely with data scientists, business analysts, and IT teams to ensure that predictive models are accurate, ethical, and aligned with business goals.

“Predictive analytics isn’t about replacing intuition—it’s about enhancing it with evidence,” Myers says. “When HR professionals trust and understand their data, they can make better, faster decisions.”

The Human Element Remains Key

Despite his passion for technology, Myers is quick to point out that predictive analytics should never strip away the human side of HR. Data should inform decisions, but empathy and context must guide final actions.

For instance, if predictive models suggest an employee is likely to leave, the solution isn’t always a counteroffer. It could be a meaningful conversation about career development or workplace satisfaction.

“Technology can highlight the problem,” Myers notes, “but people create the solutions.”

Looking Ahead: The Future of Predictive HR

As remote work, AI integration, and demographic shifts reshape the workforce, Myers sees predictive analytics playing an even larger role. Organizations that invest in these capabilities today will be better positioned to adapt, compete, and thrive tomorrow.

Through his leadership and vision, Gregory B. Myers continues to show that the future of HR is not just about managing people—it’s about predicting, preparing, and empowering them for what’s next.