ANALYSING THE ROLE OF HR ANALYTICS IN STRATEGIC DECISION MAKING
DOI:
https://doi.org/10.29121/shodhkosh.v5.i7.2024.2921Keywords:
HR Analytics, Strategic Decision-Making, Organizational Performance, Talent Management, Employee Engagement, Workforce Optimization, Predictive Analytics, Data-Driven HR, Employee Retention, Productivity, Data Privacy, HR Technology Integration, Competitive Advantage, Resource Allocation, Data-Centric CultureAbstract [English]
Analytics for human resources (HR) have become a vital tool for contemporary organizational management, allowing for data-driven choices that are in line with strategic goals. The incorporation of HR analytics into strategic decision-making procedures is examined in this abstract, with a focus on how it might significantly improve organizational performance. The study looks at how insights into workforce dynamics, talent management, employee engagement, and productivity from HR analytics help make well-informed decisions.
HR specialists may enhance resource allocation, reduce risks, and identify trends by utilizing predictive analytics, which will provide their company a competitive edge. The abstract also addresses the difficulties in implementing HR analytics, such as the requirement for qualified staff, data privacy issues, and integrating analytics with current HR systems.
The study presents real-world examples of how businesses effectively applied HR analytics to achieve strategic goals, highlighting the practical advantages of data-driven HR procedures. The results emphasize how crucial it is for HR departments to develop a data-centric culture in order to properly utilize HR analytics in strategic decision-making.
These abstract lays the groundwork for an in-depth examination of how HR analytics is changing the strategic environment and provides a road map for businesses looking to improve their decision-making processes with cutting-edge data.
References
Marler, J. H., & Boudreau, J. W. (2017)."An evidence-based review of HR Analytics. “The International Journal of Human Resource Management, 28(1), 3-26. DOI: https://doi.org/10.1080/09585192.2016.1244699
Levenson, A. (2018)."Using workforce analytics to improve strategy execution." Human Resource Management, 57(3), 685-700. DOI: https://doi.org/10.1002/hrm.21850
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). "HR and analytics: Why HR is set to fail the big data challenge." Human Resource Management Journal, 26(1), 1-11. DOI: https://doi.org/10.1111/1748-8583.12090
Davenport, T. H., Harris, J., & Shapiro, J. (2010)."Competing on talent analytics." Harvard Business Review, 88(10), 52-58.
Falletta, S. V. (2014). "In search of HR intelligence: Evidence-based HR analytics practices in high-performing companies." People and Strategy, 36(4), 28-37.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Dr. Lilly Thomas, Rekha Susan Leo, Nida Javeria, Nayara Taj
This work is licensed under a Creative Commons Attribution 4.0 International License.
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
