Comment: Measurement in HR management is insufficient on its own because the goal of HR programs and their supporting activities is ultimately to contribute to the strategic success of an organization. As Cascio et al. (2019) put it, "HR measurement systems are only as valuable as the decisions they improve and the organizational effectiveness to which they contribute" (p. 14). The LAMP framework enables HR measurement to better contribute to those aims by placing measurement within a larger and strategic change system. The "L" stands for logic, which refers to the need for the analytics process to always be serving the organization's desired outcomes. Without a sufficient logical flow from desired organizational outcomes to the factors being weighed in an HR investment decision, it is possible that leadership could see the proposed initiative as unimportant or even a potential distraction from other activities where there is a clear connection to strategic goals (Boudreau & Ramstad, 2006). The "A" in the framework is for analytics, which refers to research design and statistical tools for "drawing the right conclusions from the data" (Cascio et al., 2019, p. 18). Analytics is important in providing context for HR measurement because it takes measurement data and turns it into usable information which can be used for making better investment decisions. One possible result of using measurements without analytics when proposing an HR initiative is that the justification may be