HR Analytics and Contemporary Issues in the Workplace

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