ask a question base on this text: I can speak directly to this challenge because our organization experienced this exact transformation. For years, we operated in a reactive mode, constantly addressing immediate crises without taking time to evaluate the effectiveness of our HR practices, and I've witnessed firsthand how this shift to root cause analysis has fundamentally improved our operations. Organizations often neglect evaluating HR management practices due to several interconnected factors that create a cycle of reactive management. In our experience, we were so consumed with putting out fires, addressing staff shortages, managing crisis situations with clients, responding to regulatory compliance issues, and handling employee grievances , that we never had time to step back and analyze whether our HR practices were actually preventing these problems or inadvertently contributing to them. The immediate demands of serving individuals with disabilities, where staffing gaps can directly impact client safety and regulatory compliance, created a culture where urgent always trumped important. Additionally, many organizations lack the analytical tools and expertise to measure HR effectiveness, viewing HR functions as administrative rather than strategic, which leads to underinvestment in evaluation systems. Research demonstrates that organizations often struggle with HR metrics because they focus on activity-based measures rather than outcome-based assessments, making