the author discusses the best way to leverage big data for the benefit of HR. It states that you need to “start by identifying the desired metrics, graphically display the selected metrics in dashboards, and include the calculation, visualization, and prediction of future trends” (Miller, 2013). This is extremely important because if the data is not presented in a clear and concise way it could be lost along with its validity, “Being able to tell compelling stories based on the data is also crucial. “What senior executives don't want is more data,” Oakes says. “They want to understand the story the data tells them, so HR's interpretation of it becomes critical.” (Zielinsk, 2014). Business intelligence is a strategic move because it aligns business objectives with those of human resources and allows you to better exploit your human capital while respecting metrics. Use business intelligence to strategically align workforce planning with the organization's goals and mission consisting of reporting, queries, dashboards and scorecards” (Pearlson & Saunders, 2013).