Abstract:
The key reason to conduct effective HR analytics is to conclusively the business
impact within the organization. Again, terms like “business partner” and “seat-at-the table”
have been overused in the HR world and HR literature. HR is also discovering advantages of
analytics in predicting employee performance and improving quality of hiring during
recruitment. Analytics can mine data on candidate’s personality, behavioral traits and skills
to throw useful insights into whether he or she would be the right fit for the organization. In
most of the recent survey, 90 percent of companies agree that predictive analytics is a
promising hiring tool and could be the future of talent hunting. However, only seven percent
of companies are using it for performance assessment during hiring. Predictive analytics can
be applied to the workforce to identify traits/patterns that account for bad or good
performance on an individual and team basis. Since analytics is an amalgamation of powerful
mathematical algorithms, it also gives objective insight into their work preferences and the
factors that drive their performance
