Page 1 of 8

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 65

Optimizing workforce through HR Analytics: An Effective

Way of Talent Management

Author: Ms. Raji

Research Scholar,

School for Management Studies,

Babasaheb Bhimrao Ambedkar University (A Central University),

Lucknow

Mail id: rjkaur9@gmail.com

Contact No: 7800702560

Abstract:

As demand for better talent management is growing, organizations are becoming more data – led

hence making people data become currency and Workforce Analytics has become the need for

every organization. The emergence of latest IT software Workforce Analytics helps to gather,

manage and use talent information more effectively than ever before. These data has helped the

senior level management to gather information about their people with help of these information

future decisions is being made. HR Analytics is being used for many HR Value chain elements

such as recruitment, performance, development and transitioning, selection, on-boarding,

performance management, succession and talent planning and employee engagement as well.

Hence it can be concluded that HR Analytics has in deed become the panacea for all the

problems and challenges which the Human Resource function has been facing and proved to be

the vital tool for gaining competitive edge in this fierce changing economy. This conceptual

paper studies the role of Hr analytics in the field of Talent Management through study of various

popular literatures and tries to suggest various avenues of future research.

Keywords: Workforce Analytics, Performance Management, Employee Engagement

Introduction:

Information technology has brought new

revolutionary concept like HR analytics

which quantifies the HR aspects with more

ease. HR Analytics has helped organizations

to mine the qualitative data of Human

Recourses to derive quantitative measures of

HR intelligence which can be used to

optimize the key performance indicators

hence driving performance. Human

Page 2 of 8

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 66

Resource department seizes mammoth

amounts of data about the employees like

employee performance, turnover rate, job

mobility, training and development,

compensation, staffing and many more but

these remain stagnant in various HR systems

and are rarely used for any strategic

decisions. But with the emergence of the

latest IT technology viz. HR Analytics, these

unused data can be utilized for making fact

based strategic decisions.

Human Resources Analytical tool has

provided HR executives, HR professionals

and line managers with the powerful

metrics, alerts, and reports, in order to

understand how workforce factors are

affecting individual departments and provide

necessary basis to take appropriate actions.

Managers and front-line professionals

receive critical information on staffing,

recruitment, training and development,

performance, workforce cost, and diversity

at each level such as by demographic details,

geography, job category, division, and pay

grade, etc.

HR analytics or workforce analytics aids the

organizations to make workforce decisions

by reducing the costs, identifying the

revenue streams, mitigate risks, and execute

effective business strategies. HR analytics

empowers the HR managers with accurate

predictive analytics which determines the

future, mainly for the organizations seeking

more proactive role in driving business

strategy. HR Analytics enables the HR

Managers to make human strategies that

impacts the business results. Hence, it

enables the HR to be more engaged in the

formulation of the corporate strategy.

Objectives:

 To study the role of HR

Analytics in optimization of

workforce.

 To study the impact of HR

Analytics in the overall

talent management through

various available

literatures.

Literature review:

Oracle business intelligence article (2011)

states that globalization and changing

corporate dynamics has increased the trials

to HR on how best to improve and deploy an

agile and highly-competent workforce while

maintaining cost effectiveness. Today‟s

business challenges mandate more than just

greater efficiency in the HR department and

an HRM system rather requiring them to

increased their effectiveness and gain

through a comprehensive understanding of

the factors driving workforce performance

Page 3 of 8

Journal for Studies in Management and Planning

Available at

http://edupediapublications.org/journals/index.php/JSMaP/

ISSN: 2395-0463

Volume 04 Issue 03

March 2018

Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 67

Thus the emergence of a new digital

technique like HR analytics has touted to be

the panacea for the HR in the organizations.

Kinley N and Ben-Hur S, (May9, 2013), in

their article Turning Talent data into Talent

intelligence said that a decade ago Mckinsey

declared that the war for talent was coming

and he‟s statement was seems to be right.

Globalization and shifting population

demographics has caused competition for

talent is growing and making it harder than

ever for business to find the talent they

require. Realizing this problem every

organization are turning into talent

management and driven to invest most

notably. The article states that as demand for

better talent management is growing hence

organizations are becoming more data – led

hence making people data become currency

and Workforce Analytics need for every

organization. The emergence of latest IT

software Workforce Analytics helps to

gather, manage and use talent information

more effectively than ever before. These

data has helped the senior level management

to gather information about their people with

help of these information future decisions is

being made. The article states the example

of how Google has become the market

leader and its way ahead of the curve when

it comes to people data. The system has

enabled Google to develop comprehensive

database that captures the information about

current employees‟ attitude, behavior,

personality, biographical information and

job performance enabling Google to develop

an algorithm for predicting applicants which

are most likely to succeed. By using

Analytics in the organization talent

management has become easier. This

information has helped in succession

planning, managing talent pools, managing

talent „on demand‟ finally making the talent

management streamlined and simple.

Bereno (2011) says that HR analytics

empowers the managers to gain information

about different talents and then develop a

strategy to deploy their expertise for new

business avenues and leadership

development. It further provides information

on many important factors for the

maximization of workforce analytics, which

includes defined workforce challenges,

consistency in data collection and making

the platform easy to use.

The book Moneyball: The Art of Winning

Unfair Game by Lewis (2004) has provided

one of the greatest example on how data

analytics has radically shaped the way we

understand how the organization works. The

book describes how the General Manager

Billy Beane of Oakland Athletics Baseball