Predictive HR analytics and talent management: a conceptual framework

Gurusinghe, R. Navodya; Arachchige, B.J.H.; Dayarathna, N. W. K. D. K.

doi:10.1080/23270012.2021.1899857

Cited by 50 publications

(39 citation statements)

References 91 publications

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“…The use of human capital management enables them to identify skill shortages and concentrate their hiring efforts on filling such gaps. Employees can work in roles that allow them to share their abilities, which lead to greater job satisfaction (Gurusinghe et al, 2021).…”

Section: Meaning Of Human Capital Managementmentioning

confidence: 99%

“…Peter F. Drucker, a renowned management expert, thought that personnel needed to comprehend the connection between their actions and the outcomes (Gurusinghe et al, 2021).…”

Section: Organizational Performance Metricsmentioning

confidence: 99%

“…When assessing organizational performance, consider the following four chances to determine and improve the organization's effectiveness: a). Identify the Strategic Measurements Right Down to the Departmental Level (Gurusinghe et al, 2021)Deciding what and how to measure performance is never easy.…”

Section: Organizational Performancementioning

confidence: 99%

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Impact of Human Capital Management on Organizational Performance With the Mediation Effect of Human Resource Analytics

Kiran¹,

Shanmugam²,

Raju³

et al. 2022

J. Professional Business Review

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Purpose: The main objective of the study is to examine the relationship between Human Capital Management, Human resource analytics and Organizational performance through systematic literature survey Theoretical Framework: The authors developed a conceptual framework to examine the relationship between the components of the Human Capital Management (HCM ) and its effect on organizational performance with the mediation of HR analytics Design/methodology/approaches: The study is based on extensive systematic literature review collected from previous studies Findings: The systematic review validated the proposed conceptual model and found that HR analytics help organizations track their human capital management and improves organizational performance Research practical social implication: This study makes significant contributions to the existing body of knowledge of Human capital management and application of innovative tool of HR analytics .There are several implications for practitioners based on the findings Originality/value: The study is more relevant and practically applied to the organization who are in the nurturing stage of implementing HR analytics towards Human Capital Management for increasing organizational performance

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Section: Meaning Of Human Capital Managementmentioning

confidence: 99%

“…Peter F. Drucker, a renowned management expert, thought that personnel needed to comprehend the connection between their actions and the outcomes (Gurusinghe et al, 2021).…”

Section: Organizational Performance Metricsmentioning

confidence: 99%

See 1 more Smart Citation

Impact of Human Capital Management on Organizational Performance With the Mediation Effect of Human Resource Analytics

Kiran¹,

Shanmugam²,

Raju³

et al. 2022

J. Professional Business Review

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“…Sürekli olarak farklı kaynaklardan veri yakalamak ve bu yüksek hacimli verileri işlemek, tahmin edici analitik oluşturmayı sağlamaktadır (Hamilton ve Sodeman, 2020). Bu tahmin edici analitik, veriler arasındaki örüntüleri ve bağlantıları yakalar ve böylece İK yöneticileri de hangi önlemlerin alınacağını ve hangi kaynakların tahsis edileceğini anlayabilmektedir (Gurusinghe, 2021). İK analitiği, insan kaynakları bilgi sisteminde tutulan bilgileri kullanmaktadır.…”

Section: İk Analitiği Kavramına Genel Bakışunclassified

Proaktif insan kaynakları yönetiminin yeni gücü: İK analitiği ve yapay zekâ

Bal

2021

bmij

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İK Analitiği son yıllarda giderek önem kazanan konular arasında yer almaktadır. Kurumun insan kaynaklarına ilişkin verilerini analiz etmek, sorunlarını tespit etmek ve strateji belirlemek için kullanılan İK Analitiği kurumlara önemli bir rekabet avantajı sağlamaktadır. İK analitiği, işletmelerin elektronik tablo tabanlı veri deposundan uzaklaşmasını sağlayarak, verileri gerçek zamanlı olarak tutmaya ve bunları kurumun mevcut veri akışı ile birlikte analiz etmeye imkân tanımaktadır. Yapay zekâ yöntemlerinin bu alanda kullanılması ile verimlilik ve tasarruf artışı sağlayan İK analitiği alanına her geçen gün daha fazla işletme yatırım yapmaktadır. Geliştirilen İK analitiği modülleri ile işletmeler İK süreçlerini daha etkin şekilde yönetebilmekte, işe alım kararlarını daha sağlıklı verebilmekte, işten ayrılma niyeti olan çalışanları önceden tahmin edebilmekte, geleceğe yönelik işgücü optimizasyonu ve planlamalarını daha etkin biçimde yapabilmektedir. Böylece, İK analitiği sayesinde veri temelli karar vermek ve strateji belirlemek kolaylaşmaktadır. Bu çalışma kapsamında İK analitiği kavramının önemi incelenecek ve İK fonksiyonlarının hangi süreçlerinde İK analitiğinden yararlanıldığı, hangi yapay zekâ yöntemlerinin bu alanda nasıl kullanıldığı ve işletmelere ne gibi yarar sağladığı üzerinde durulacaktır. Gerek İK analitiği gerekse yapay zekâ konularının işletmecilik alanında giderek yükselen bir trend kazanması, bununla beraber yerli literatürde İK Analitiği ve Yapay Zekâ konusunu birlikte ele alan ve işletmelere kattığı değer yönünden inceleyen teorik pek fazla çalışmanın bulunmaması bu çalışmanın önemini oluşturmaktadır. Çalışma özellikle ilgili alanda çalışan akademisyenler ile uygulamacılara yol gösterici olacaktır.

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“…The study revealed that retaining talented employees requires leaders who provide them a sense of belonging, respect, support for personal and career growth, with an emphasis on business practices. Gurusinghe, Arachige, and Dayarathna [56] prioritized the digitization and predictive analysis of human resources in the company for the effective management of skilled employees. A predictive analysis of human resources completes the best HRM practices in the company and strategic business decisions while gaining a competitive advantage.…”

Section: Canonical Correlation Analysismentioning

confidence: 99%

Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

et al. 2021

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The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

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Predictive HR analytics and talent management: a conceptual framework

Cited by 50 publications

References 91 publications

Impact of Human Capital Management on Organizational Performance With the Mediation Effect of Human Resource Analytics

Impact of Human Capital Management on Organizational Performance With the Mediation Effect of Human Resource Analytics

Proaktif insan kaynakları yönetiminin yeni gücü: İK analitiği ve yapay zekâ

Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

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