How Can You Align HR Metrics with Company Strategy?

Metrics let people make decisions based on objective information rather than simply guessing or going by instinct. Metrics also let people know what is important to the organization, since a metric that is tracked will be analyzed. As such, HR professionals need to be keenly aware of the information they are providing to the C-suite. Is it information that is useful in strategic decision making? If not, how can that be changed?

How Can You Align HR Metrics with Company Strategy?