Role of HR Analytics in People Management: Challenges and Opportunities in the Indian IT/ITeS Space

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Human capability and capacity are what determine what an organization can do, and thence, managing human resources (HR), or human capital, is one of the most important, if not significant, functions of an organization. Considering the size of the organization, and in a day and age where organizations have thousands of employees that are spread across a wide geographical area, HR analytics comes into play. HR analytics, in a true sense, provides the necessary scientific support to decision-making and process improvement concerning a firm/organization's HR and the organization in general. The way organizations are growing, and the dynamic role that the HR ecosystem plays makes it pertinent that a robust HR analytics system is in place. With more organizations realizing that qualitative data helps to hire, engage, and retain the right talent, the investment in HR analytics has seen an increase. It is right to say that HR analytics aims to provide insights into how best to manage employees and reach business goals. Because of data availability, it is important for HR teams to identify data relevance and its usage, leading to maximizing return on investment (RoI). The chapter places a perspective on how HR is i) identifying high-performing applicants, ii) supportingthe analysis of pertinent aspects of engagement, iii) identifying high-value career paths and leadership applicants, iv) analyzing strengths of prospective and existing associates, v) ushering in a qualitative and metric oriented performance management system (PMS), and vi) managing/predicting attrition.