Through a randomized double-blind controlled trial, we can guarantee predictive analysis though these trials sometimes fail. So in real-world the chances of true predictive analytics is virtually none as randomized double-blind control trials are also highly suspected. Thus workforce analysts should start using correlational analytics by first accepting that predictive analytics probably doesn't exist in most organizational settings and that we need to do with correlational analytics. Then they can assess the risk of investing large sums based on analytics which are correlational rather than predictive. Next always run a small pilot or two before spending big money on implementing the results of "predictive analytics" as we now know it is just correlational analytics. Read more about it by Max Blumberg (Workforce analytics and automation consultant) at:  https://www.linkedin.com/pulse/dont-waste-money-predictive-analytics-doesnt-exist-hr-max-blumberg?trk=hp-feed-article-title-like