AN ASSESSMENT FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT IN UNIVERSITIES USING HR ANALYTICS.
Received: 19.09.2021; Revised: 28.10.2021, Accepted: 26.11.2021, Published Online: 20.12.2021
Associate Professor, Department of Management Studies, Viswam Engineering College, Madanapalle, A.P, India. Email – email@example.com
Associate Professor, Department of MBA, Santhiram Engineering College, Nandyal, A.P, India. Email: firstname.lastname@example.org
P.Lokesh Muni Kumar
Assistant Professor, Department of Management Studies, Viswam Engineering College, Madanapalle, A.P, India. Email: email@example.com
Munigoti Phani Gowtham Sarma
Assistant Professor, Department of Management Studies, Viswam Engineering College, Madanapalle, A.P, India. Email: Munigotiphani@gmail.com.
Purpose: HR analytics arose as a new trend for leaders in digital transformation, catching the spotlight for business world news. Decisions to make human capital primarily depend on trust and partnerships that are not like other management functional areas. HR analytics the stage play a very important role in aligning the HR strategy with the business plan as a whole.
This research paper addresses the theoretical and conceptual context of analytics in universities. The main aim of this paper is to recognize the role of HRM analytics in organisational efficiency and effectiveness in universities.
Design/Methodology/Approach: The investigator used the exploratory research design in this research paper. The research currently under way is conceptual. The author has used secondary data to scrutinize Predictive analytics in general and their relevance in the context of decision making. Various sources such as blogs, books, journals, conferences, Google Scholar, Emerald, and Study gate have collected the related secondary data.
Findings: The findings of this paper show that HR analytics provides information for further research categorising the industry’s data analytics into Academic Analytics, Operational Analytics, and particular attention is paid to HR analytics as its contribution to achieving the market excellence of universities.
Researchlimitations/implications: HR Analytics is a metadata system design to help university learners, administrators, and decisionmakers. It provides ample data to solve different challenges and opportunities in the educational environment to resolve student demands, business benchmarking, engagement with government regulations, accreditation society standards.
Originality/Value: For Businesses, the past literature on HR Analytics comes mainly from the industrial countries. The present study is surrounded by the fact that numerous universities are looking articulately at the problem.
Keywords: HR Analytics, HR strategy, HRM, Academic Analytics, Operational Analytics, and Benchmarking by Industry.