A NEW WAVE OF DIGITALIZING HR: HR ANALYTICS

Analytics gained strategic importance with the use of bigdata. Emergence of more sophisticated analytical tools increased the credibility of business analytics. Gradually all organizations are making use of analytics. Organizations are quick enough to catch up the new developments and adopt the technologies that increase business efficiency. The use of analytic capabilities to analyze and develop insights on HR related data is broadly termed as HR Analytics, or People Analytics, or Human Capital Analytics. Many HR Professional organizations have recognized Analytics as an important capability for the HR professionals. Analytics is being viewed as a tool capable of generating value from people resourcesand also strengthening the strategic importance of the HR function (CIPD, 2013). From being confined to the operations, marketing and finance fields; analytics is fast moving into the HR domain. Different kinds of digital platforms, data analysis tools and metrics are being used by the organizations to make effective use of their HR data using analytic capabilities. HR analytics is of recent origin and hence very few organizations are able to develop full-fledged capabilities for HR analytics. In this context, it is important to bring out the developments happening and the practices emerging in the area of ‘HR Analytics’. It is important to develop thought on the way analytics can shape the decisions made in the HR field. The present paper discusses the context through which HR analytics has emerged and provides an overview of its growth and functioning in the digital age.