HR ANALYTICS AS A KEY TOOL OF THE PERSONNEL MANAGEMENT SYSTEM OF A MODERN ORGANIZATION

Abstract

The article is devoted to a comprehensive study of the problem of the feasibility of implementing HR analytics in the organization as a basic tool of the personnel management system. Attention is focused on the fact that the personnel of the organization is not only its most important resource, but also a decisive factor for success in the global business environment. Accordingly, the presence in the organization of a complex system for collecting, evaluating and analyzing personnel information is extremely important, as it creates the necessary prerequisites for making balanced management decisions that take into account various aspects of personnel activity as fully as possible. It is noted that HR-analytics must correspond to modern realities and requires the implementation of permanent systemic and comprehensive changes in the system of data collection and processing. It is noted that HR analytics has a number of specific features that qualitatively distinguish it from other methods of data analysis. It has been established that HR analytics helps organizations to be more competitive, manage personnel more effectively, reduce costs, while increasing the overall level of employee satisfaction. It was noted that organizations can use a wide variety of tools in order to carry out a comprehensive assessment of employees. At the same time, the selection of the necessary tools for personnel assessment, which would best meet the needs and specifics of the organization, must take into account its characteristic features and goals. It has been proven that the implementation of HR analytics requires a complex solution of various tasks that require detailed planning, the availability of all necessary resources and highly effective management at all levels. It was noted that HR-analytics, under the condition of proper internal construction, can become a very powerful tool for achieving the strategic goals of the organization. It is noted that increasing the efficiency and effectiveness of HR analytics in the organization requires the implementation of a number of important steps and taking the necessary measures, which should be carried out only comprehensively and in a direct relationship, because only in this case the organization is able to achieve effective use of the results of HR analytics for adoption reasoned balanced strategic decisions and general improvement of HR processes.