International Journal Of Marketing, Financial Services & Management Research ____________________ ISSN 2277-3622

Vol.5 (10), OCTOBER (2016), pp. 12-22

Online available at indianresearchjournals.com

ANALYTICS FOR MAKING HRM A STRATEGIC ASSET

MASESE OMETE FRED

SENIOR RESEARCH SCHOLAR
KOUSALI INSTITUTE OF MANAGEMENT STUDIES,
KARNATAK UNIVERSITY DHARWAD, INDIA.

DR.UTTAM M. KINANGE

PROFESSOR, DEAN AND DIRECTOR,

KOUSALI INSTITUTE OF MANAGEMENT STUDIES,
KARNATAK UNIVERSITY DHARWAD, INDIA.

ABSTRACT

In today’s rapidly moving, dynamic, uncertain and highly competitive global workforce
market, firms worldwide are facing major decisions and challenges to workforce management
in the organizations. Scientific management and principles of management given by classical
theorists have outlived their utility. Some leading companies aspire to compete on analytics
–that is, to use a combination of quantitative and technological capabilities to have insights
that can be used to generate impressive business results. Analytics and metrics offer great
potential to improve the quality of decision making on HR and human capital issues in
organizations. Despite conventional wisdom, strong statistical skills are not necessarily a
barrier to applying analytic ways of examining and solving organizational issue. The bigger
barrier to applying analytics is the time and resources needed, and an understanding of what
types of analytics to apply and when to apply them. HR system has transformed from
personnel management into people asset management. The present paper seeks to explore
employees’ readiness for High Performance Work System (HPWS). Evidence Based
Management practices are increasingly getting recommended, which are primarily based on
scientific findings through processed data and unbiased organizational facts to make effective
decision. Useful managerial insights are derived from the study. The model is a decision
support tool for developing reliable dynamic manpower policies in terms of recruitment,
training capacity, available skills, and attrition. This approach can assist organizations to
design effective manpower strategies.

KEYWORDS: Talent management, Workforce Analytics, Decision making, Human

Resource management, strategic management,

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