| Abstrakt: |
In the ever growing global business context, the employment of findings from data analysis is crucial in enhancing performance. Thus, the focus of this research paper is on the use of Human Resource analytics in increasing performance in IT organizations. Due to the use of HR analytics, organizations are provided with better data on the people they employ, and data gathered can be used to make better decisions on the talent, production and workforce management. The goal of the study would be to pinpoint concrete, prominent HR variables and their correlation with the performance of the employees; factors including the turnover average, levels of engagement, training success, and performance reviews. When it comes to advancing a HRM or high performance work systems, it has been identified that by incorporating the HR analytics in performance management systems, such as MBO, it shall help to support the work performance and additionally align the strategic goals of IT companies. The research of this paper incorporates a quantitative survey conducted on a sample of IT firms together with a qualitative survey through interviews of HR practitioners and managers. The study shows that any efforts towards realizing the potential of HR analytics result in positive employee performance outcomes such as performance increase, staff members' competency upgrades, and higher turnover. This paper also provides insights on risks faced in HR analytics, including data privacy issues, skills' deficit among the HR employees, and the right technical support system for KPI designs. This study provides suggestions for supporting the ideal approach to implementing HR analytics to IT firms based on the findings about the appropriate use and applications of HRIS data. Finally, this research also enlightens the reader on how Human Resource analytics can be an important tool in enhancing the efficiency of the employees and in turn help the organisations to achieve their goals in today's challenging information technology sectors. [ABSTRACT FROM AUTHOR] |
