HR Analytics and Contemporary Issues in the Workplace

This article discusses the role of HR analytics in predicting employee performance, turnover, recruitment & selection procedures, and engagement practices. It also explores how artificial intelligence is transforming the future of HR analytics and outlines the human resource management functions that need to prepare for the future work. The article includes relevant references from books, journals, and online sources.

ONLINE EXAM - CONTEMPORARY ISSUES
IN THE WORKPLACE

Table of Contents
PART A ..........................................................................................................................................3
1- Critically examine how HR analytics can predict employee performance, employee
turnover and effectiveness of recruitment & selection procedures & engagement practices?....3
PART B............................................................................................................................................4
2- Artificial intelligence transforming the future of HR analytics and different types of AI
models..........................................................................................................................................4
3. Outlining the human resource management functions needs to prepare for the future work. 6
REFERENCES................................................................................................................................7

PART A
1- Critically examine how HR analytics can predict employee performance, employee turnover
and effectiveness of recruitment & selection procedures & engagement practices?
In the recent time, Human resource analytics play significant role in growth and success
of companies, whether it is small or large. It defined as action related to collection and
implication of appropriate data, that aid to improve essential talent and venture outcomes
(Margherita, 2021). They can predict several terms related to employee or human resource that
are working in a company, to achieve strategic aims and objectives. For example, HR analytics
can predict employee performance in effective manner, in term of providing them task based
situation, among which each candidate may engage themselves properly. It is one of the best
approach that they may take into consideration for purpose of collecting appropriate information
or predication. When candidates obtain desire outcome after completing specific task, it is
possible for human resource analytics to make appropriate predication (Chaudhary and
Srivastava, 2021). It may drive human resource management attention toward conducting
practice to develop further training and development plan in the context of workers whether they
are existing or new.
Human resource analytics refer to talent or workforce analytic that revolves around
examining people or employees issues by utilizing data to answer essential questions about a
firm. It can predict employee turnover, by analysing the ration or percentage of current employee
turnover and management practices that may put direct impact on staff motivation and work
practices (Wijaya and et.al., 2021). This form of predication may drive the attention and efforts
of human resource department toward making possible changes that help to eliminate the reason
behind employee turnover issue that put negative impact on success of companies whether it is
public or private. It can be said that due to high employee turnover, a firm may face varied
challenges that lead to decrease their organizational performance.
They may also make their predication regarding more two concepts in systematic and
effective ways. For instance, Human resource analytics may predict effectiveness of their
selection and employees recruitment processes in term of determining number of employees
existence or retention extent, which enable HR manager to assure that their actions play
significant role in the context of organizational as well as candidates performance enhancement.
It is quite essential for them to measure and collect info about the effectiveness of each process

related to candidate selection and recruitment. It may enable them to take strategic action that
contribute to provide desire result to management, which enable them to take pleasure of
enhancing workforce and increasing firms productiveness as well as operational efficiency.
They can predict or forecast employee engagement practices in form of determining
candidates engagement currently, which enable them to take pleasure of gaining competitive
advantages in bulk. It may allow organizations to understand further behaviour and performance
as well as engagement to all employees in effective manner in form of collecting relevant data
about how people engage and what they do to reach desire outcomes in the current era, where a
company needs their skilled and experienced workforce, just to make assure that they can
survive in specific market forever. Human resource analytics can also foresee employee
engagement actions that is essential for continuous growth of companies. For example, they may
consider the way candidates take charge to create creative and innovative ideas.
PART B
2- Artificial intelligence transforming the future of HR analytics and different types of AI models
Artificial intelligence is the ability of a computer or a robot to control the computer for
doing their tasks which are generally done by humans because it requires the human intelligence
for many the decision. In this the power of AI for discernment is very important as it is also
known to a theory which is developed of a computer systems for performing the tasks that
normally require human intelligence. HR analytics is a data driven approach for the management
of people at an organization. The HR analytics are also known to be the people which help the
workforce analytics or talent analytics to revolve around the problems which the people are
facing during the critical questions. It helps the HR in the data driven decision-making. AI is able
to transform the future of HR analytics due to the following ways,
Personalized Employee Experience :
AI is able to integrate into the employee's on-boarding programs which help to improve
the HR analytics.
Cognitive supporting Decision-making :
The HR executives have to manage the tasks which include processes like HR analytics,
Team training, and Hiring processes. The future AI can perform these services for improving the
organization's ability.
Smarter people Analytics :

AI can also determine the difference between the data consistently which is important
and which is not making it smarter and efficient than HR employees.
Removing Biases :
Biases is a feature that the people have AI is a machine thus, it will not understand the
bias or unbiased features thus, making correct decision.
Improves efficiency :
AI is also capable of transforming the future with the help of AI it will show in the tools
used by HR analytic that will automatically improve its efficiency.
Different types of AI models are.
Linear Regression : This is a model which is based on supervised learning and has the main
task of finding relationships between the input and output variables (Malik and et.al., 2020.).
Deep Neural Networks :
Most popular model which is network of multiple layers between the input and the output
layers. This model takes inspiration from the human brain and similarly is based on
interconnection which make it so effective.
Logistic Regression :
This model is preferred method of solving the binary classification of problems which is
statistical model that can predict the dependent variables from the different independent variables
which are available (Salih and et.al., 2020).
Decision Trees :
It is the AI model used for arriving at the conclusion based on the data which are present
in the past decisions. It is a very simple, efficient and extremely popular model.
Linear Discriminant Analysis :
This model is a brand logistic regression model which is utilized when two or more
classes are separated for a output. It is utilized most in computer vision, medicine and other
complicated areas.
Naive Bayes :
it is known to be very simple yet effective AI model which is utilized for solving a
different range of complicated problems which are based on the Bayes theorem (Song and et.al.,
2020).

3. Outlining the human resource management functions needs to prepare for the future work.
The human resource management functions are those which is mainly used for allocating
resources, staffing personnels, maintaining the workforce in the organization. The human
resource helps in ensuring the satisfaction for employees personnel and ensures in achieving the
organizational objectives easily. Some favourable ways in which the hrm functions can be
prepared for the future work includes:
Embracing technical and analytical management : The HR manger must build various
HR function by using latest technological and predictive analytics. It helps in assessing
everything in HR management, starting from retention till training and various strategies must be
adopted by using the latest technical and analytics processes. As these will help in managing
workforce effortlessly by providing wide range of benefits as onboard various skilled and
competent workforce, also providing various benefits and accommodations to the personnels can
be evaluated properly by making analytical reports.
Setting dedicated COES : The hrm functions must be prepared by setting the dedicated
and skilled COES, as these team will help in developing best practices and standards by
expertising in HR functions. The COES (centre of excellence) team will help in providing the
better recommendation about the various practice which must be adopted, techniques used, will
help in preparing for the better future (Future of Human Resource Management: Preparing HR
for 2025, 2021). By developing the functions according to the team will bring the functional
expertise with the latest knowledge of trends, processes and practices which assist the HR
mangers in prioritizing efforts on standardized processes.
Attracting workforce Modern benefits package : The HR functions must be designed
according to Modern benefit packages which includes parental leave, extended fertility
employees benefits, wellness programs for safety and security, additional financial incentives for
work.
Global employees service and knowledge base centres : The global employees services
must be provided by keeping in view HR functions, so these functions must be designed for
future by keeping in view about the knowledge base centres which helps in providing the various
knowledge about documents, policies, information for updating the company about the latest
updates.

Laws, regulations: The human resource functions must be prepared for future which
complies the rules regulations of various laws relating to managing personnels in the company.
Like the medical leave laws and acts, family laws, safety security laws and various tax
regulations which will provide compensation to human resources for the desired work.
Certified functions : The field of HR is expanding and changing rapidly with time. The
HR function must be up to date for recruiting, staffing and providing payroll benefits to various
employees personnels. It should not be outdated must be valid with current laws and regulation.
So the functions must prepared in view point of emerging new rules, policies for interview,
training and privacy policies for employees (Oswal, Rajput and Seth, 2022). Further more there
must be formal certifications for workforce promotions, higher pay to employees, additional
salaries, pay scale updated.
Company vision and mission : The hrm functions for future work must be prepared on
the basis of vision, mission, objectives and strategies adopted by management. As it will assist
workforce in attaining business success, growth resulting in better and improved performance.

REFERENCES
Books and journals
Chaudhary, B. and Srivastava, S., 2021. HR Analytics and Employee's Performance
Management: An Assessment built on existing literature. International Journal of
Multidisciplinary: Applied Business and Education Research. 2(2). pp.142-152.
Malik, A., and et.al., 2020. Modeling monthly pan evaporation process over the Indian central
Himalayas: application of multiple learning artificial intelligence model. Engineering
Applications of Computational Fluid Mechanics. 14(1). pp.323-338.
Margherita, A., 2021. Human resources analytics: A systematization of research topics and
directions for future research. Human Resource Management Review. p.100795.
Oswal, J., Rajput, N. and Seth, S., 2022. Managing Human Resources in Artificial Intelligence
Era 5.0. In Handbook of Research on Innovative Management Using AI in Industry 5.0.
(pp. 150-164).
Salih, S.Q., and et.al., 2020. An evolutionary optimized artificial intelligence model for modeling
scouring depth of submerged weir. Engineering Applications of Artificial Intelligence.
96. p.104012.
Song, X., and et.al., 2020. Cross-site transportability of an explainable artificial intelligence
model for acute kidney injury prediction. Nature communications. 11(1). pp.1-12.
Wijaya, D and et.al., 2021. Uplift modeling VS conventional predictive model: A reliable
machine learning model to solve employee turnover. International Journal of Artificial
Intelligence Research. 5(1). pp.53-64.
Online
Future of Human Resource Management: Preparing HR for 2025. 2021.[Online]. Available
through: <https://www.getapp.com/resources/future-of-human-resource-management/>