HR Analytics In Business: Role, Opportunities, And Challenges Of Using It

Abstract

Business organisations now have an easier time collecting, analysing, and assessing HR data thanks to HR analytics. Human resource analytics is a method that uses data mining and other quantitative methods to analyse and predict HR-related issues in organisations.
Analytics geared toward the HR department can shed light on a company's internal issues, allowing for more informed decision-making. As a result, HR analytics integrates HR initiatives into the overarching business plan to strengthen the firm's position in the market. The HR analytics methodology has gone through various iterations of gauging the HR support functions. By allowing firms to better plan for future labour demands, HR analytics opens up new possibilities for success. Despite the company's success, integrating and using HR Analytics is challenging due to difficulties such as poor data governance, a lack of staff competency, and the lack of support from upper management. Many academics have spent years debating the merits of human resource analytics. Many of these studies have looked at HR analytics from every angle, from its conceptual roots through its present and future iterations, as well as its widespread adoption and subsequent rise in prominence inside businesses. Research into the pros and cons of applying HR analytics is conducted through the examination of multiple companies' experiences with the practise. Based on secondary data gathered from previously published research papers, journals from 2016-2019 made available by various research academics, blogs, and websites, this study lays forth the theoretical underpinning for HR analytics. The benefits and drawbacks of HR analytics will be analysed in this study.