ABSTRACT
HR analytics refers to the use of data analytics in the field of human resource development to inform more evidence-based decision-making. There are various sources of data for HR analytics including HR systems; business information; and personal information. HR analytics involves bringing together or combining these types of data to make interpretations, recognise trends and issues and take proactive steps to improve performance, profitability and/or engagement. HR analytics tends to be undertaken by specialist members of staff working within the organisation, or by outside consultants who are brought in to undertake the work. G. Pease et al. provide useful information aimed at practitioners and B. Khan and J. Tang discuss managerial implications related to potential employee concerns HR analytics, illustrating how these concerns can have ramifications for organisations wanting to implement change as a result of HR analytics.
