HR analytics in the system of management decision-making methodology

Abstract

Today, HR analytics allows organizations not only to solve current problems, but also to create development models and business goals of the organization as a whole, taking into account innovations and changes in society. The purpose of the article is to study the features of HR analytics in the system of management decision-making methodology. The research methods include general scientific methods of abstraction, analysis and synthesis. In order to achieve the research objectives, the dialectical method of scientific cognition was applied in the work. The abstract-logical method of theoretical and factual generalizations was used to formulate conclusions and proposals. The information base of the study was the scientific works of Ukrainian scientists on the topic under consideration, the results of the authors' own research, etc. The results of the study revealed that HR analytics in the system of management decision-making methodology is a systematic process of collecting, processing and interpreting data about personnel and serves as an evidence base that allows managers to abandon intuition in favor of accurate metrics, assess team effectiveness and predict business development. Scientific approaches to studying theoretical and conceptual aspects of the scientific understanding of the development of HR analytics in the system of management decision-making methodology as a relevant set of management tools and methods that helps the personnel management service in the comprehensive analysis of large amounts of information have been developed and substantiated. Key aspects of HR analytics that contribute to its growth and a pyramid of levels of HR analytics based on the analysis of external and internal information have been developed and substantiated, which allows for making thoughtful management decisions, reduces the costs of solving problems and allows companies to stay in trend. A number of features of HR analytics have been proposed that distinguish it from traditional economic analysis based on a combination of two strategies - human resource management strategy and corporate strategy. Conclusions. HR analytics is one of the main tools for increasing the efficiency of personnel management. Based on the analysis of external and internal information, it allows for making thoughtful management decisions, reduces the costs of solving problems and allows the company to stay in trend.