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Abstract: Analytics can be used to evaluate human resources policies as recruiting, employee retention, compensation and benefits and skills inventory. The purpose for conducting this study is to identify what kind of analytics organizations use to improve their decision-making process and what kind of analytics systems they use. The central research questions are: what are the HR analytics that can make the decision-making process more effective?; Is there differences between HR Professionals perceptions regarding HR Analytics? Moreover, if the predictive Analytics Models have lower significance for the HR Professionals in current scenarios of organizations than other models? To accomplish answer to those questions the research methodology used was quantitative and the leading technique to collect data was a questionnaire to investigate the analytics used by the organizations, and the importance of that kind of analytics for HR Professionals. The main findings were the main HR analytics identified in the literature and that there are no relevant differences regarding HR analytics between the Professionals of HR and also that the HR analytics predictive models are considered essential for the future directions of the organizations.
Keywords: HR Analytics; Metrics; Organizations; Predictive Models; Decision-Making
1. Introduction
In the global competition and the connected world, decision-making in organizations has become increasingly complex and depending on accurate data. This creates challenges for organizations and Human Resources Managers because they are under pressures to answer quickly to the dynamic conditions of the market.
Organisation tries to redesign their structures, redefine the practices and the business processes. Analytics are tools that can help in the decision-making process in that contexts. Literature shows that most of the organizations that have successfully implemented Analytics can make decisions quickly and with more accuracy. These organizations have better and faster access to the key activities and processes that the organizations and its functional departments must pursue to meets its goals. To verify if the goals are achieved organizations define Key Performance Indicators (KPIs) which are the primary management tools to analyses the strategic objectives in HRM.
The literature (Wawer and Muryjas, 2011) shows that the ability of human mind is now insufficient to make optimal business decisions in the era of the growing amount of information and the complexity of analytical requirements. Analytics then becomes...