category · evidence-based answer
What is utility analysis in HR?
The short answer
Utility analysis translates the quality of a people decision into dollar terms: the Brogden-Cronbach-Gleser framework combines validity, the variability of job performance in dollars, selection ratio, and cost to estimate what a better hiring or training process is actually worth. It is decades old, well established in the selection literature, and almost never used in practice — which is why HR programs get defended with sentiment instead of value.
The problem underneath
HR programs are defended with sentiment instead of value estimates; utility analysis — decades old and well validated — translates selection validity and program effects into dollar terms leaders can weigh, yet almost no practitioner uses it.
The evidence
- 205+ profiled and searchable works
- Original research bridging the literature to practice
- 40+ citation-grade insight cards
- The source-graded, citation-verified organizational-science registry
- Effect-size / validity findings
Every claim on this site traces to a graded source — see the proof graph.
Go deeper
Related questions
- How do I estimate the dollar value of a selection or training program?
- How to translate a validity coefficient into business impact