In early 2025, Elise Lim Ying Qi, a new analyst in the human resources (HR) analytics team at Murata Electronics Singapore Pte. Ltd. (MES), had inherited a regression-analysis project that identified key drivers of employee engagement. With results showing that variables like collaboration and job satisfaction were significant, Lim was now expected to interpret the findings and determine what next steps the company should take to improve employee engagement and retention. She was considering conducting focus groups to explore the results more deeply, but she wasn’t sure which employees to include, how to group them, or how to translate quantitative findings into actionable strategies. Facing uncertainty about how to design follow-up focus groups and communicate insights, she was navigating the challenges of applying data-driven methods in a traditionally qualitative HR environment.
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