A STUDY ON THE MEASURING THE FACTORS OF HUMAN RESOURCES ANALYTICS ON PERFORMANCES MANAGEMENT IN SERVICES SECTOR OF SELECTED COMPANIES IN CHENNAI

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