Sudhir Suresh Babu Bantupalli, Arun Kumar Puttapalli


The present business climate is forcing organization to make complicated decisions regarding how to maximize the productivity and effectiveness of various assets. Already other criticized areas, like procurement and finance are heavily analyzed, a lot of organization are still do not define, capture and analyze data about employees. Any business if at all to sustain have to deal with the changing world of work. HR Analytics is a relatively new area in the field of Human Resource Management (HRM). By effectively using HR Analytics, business can more effectively manage and improve performance. The focus of HR is on collecting and reporting data about activities instead of outcomes. As such, there is a need for HR to develop itself from descriptive metrics to predictive analytics. The topic of HRA is the subject of much debate in the HR literature. Currently, a main focus of the research on HRA is how to use HRA as a decision support tool predict future events, so-called “predictive analytics”. Arguably the most practical tool and greatest potential for organizational management in the emergence of predictive analytics. Analytics is a meaning of art and science. The arts teach how to look at the world. The Science teach how to do something. When “analytics is used many immediately think of statistics. According to Technopedia (2018) Human Resource Analytics (HR Analytics) is an area in the field of analytics that refers to applying analytics processes to the human resource department of an organization in the hope of improving employee performance and therefore getting a better return on investment. According CIPD (2018), HR analytics, also known as people analytics is the use of people data in analytical processes to solve business problem HR analytics uses both people data, collected by HR systems (such as payroll, absence management) and business information. Thomas Davenport, Jeanne Harris, and Robert Morison (2010) Fact based decisions employ objective data and analysis as the primary guides to decision making. The goal of these guides is to get an the most objective answer through a rational and fair minded process, one that is not colored by conventional wisdom or personal biases.
key words: . climate, complicated, Analytics, management, information, performance.

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ISSN : 2251-1571