Role of Talent Analytics in Strategic Human Resource Decision Making

Authors

  • Ruhi Afreen Research Scholar, S.K Institute of Management, Srikrishnadevaraya University, Anantapuramu, Andhra Pradesh, India
  • B Anitha Professor, S.K Institute of Management, Srikrishnadevaraya University, Anantapuramu, Andhra Pradesh, India

DOI:

https://doi.org/10.63671/ijsssr.v4i1.608

Keywords:

Talent Analytics, HR Analytics, Strategic Human Resource Management, Workforce Planning, Employee Engagement, Data-Driven Decision Making, Organizational Performance

Abstract

Since that, talent analytics has become one of the most important tools for helping company was able to better predict their decisions in modern HR people analytics. This paper explores the importance of using talent analytics in HR decision making, and discusses how it is applied to recruitment, employee retention and turnover prediction, performance management, workforce planning, and succession planning. This paper, grounded in conceptual and review-based research, draws from existing literature to demonstrate the way that data-driven HR practices offer organizations effective tools with which to achieve effectiveness as well as competitive advantage. Key Findings Talent analytics supports evidence-based decision making Reduces turnover Improves employee engagement Strengthens alignment between human resource strategies and business goals But the issues of data quality, analytical capacity, technological capabilities and privacy protection define the success of implementation. The paper further forwards the argument that talent analytics has now moved on from being an overarching support function to establishing itself in the very core of strategy all for more sustainable growth and better outcomes within a workforce.

References

J. W. Boudreau and P. M. Ramstad, “Talentship and the evolution of human resource management: From professional practices to strategic talent decision science,” Human Resource Planning, vol. 28, no. 2, pp. 17–26, 2005.

A. Levenson, Harnessing the Power of HR Analytics. Los Angeles, CA, USA: Center for Effective Organizations, 2005.

A. Kirtane, “Corporate sustainable HR analytical practices,” Journal of Management & Administration Tomorrow, vol. 4, no. 1, pp. 33–40, 2015.

A. Jain and N. Nagar, “HR analytics: An emerging trend in human resource management,” SS International Journal of Economics and Management, vol. 5, no. 1, pp. 1–10, 2015.

H. C. Ben-Gal, “An ROI-based review of HR analytics: Practical implementation tools,” Personnel Review, vol. 48, no. 6, pp. 1429–1448, 2018.

D. K. Bhattacharyya, HR Analytics: Understanding Theories and Applications. New Delhi, India: Sage Publications, 2017.

R. N. Gurusinghe, B. J. H. Arachchige, and D. Dayarathna, “Predictive HR analytics and talent management: A conceptual framework,” Journal of Management Analytics, vol. 8, no. 2, pp. 195–221, 2021.

B. Jabir, N. Falih, and K. Rahmani, “HR analytics: A roadmap for decision making,” Indonesian Journal of Electrical Engineering and Computer Science, vol. 15, no. 2, pp. 979–990, 2019.

B. Kapoor and J. Sherif, “Human resources analytics: A disruptive technology for HR,” International Journal of Information Systems and Change Management, vol. 6, no. 4, pp. 365–381, 2012.

A. Lochab, S. Kumar, and H. Tomar, “Impact of human resource analytics on organizational performance,” International Journal of Management, Technology and Engineering, vol. 8, no. 11, pp. 1252–1261, 2018.

D. K. Mahato and L. Prasad, “Talent analytics and talent management: A systematic literature review in improving organizational performance,” ShodhKosh Journal, vol. 5, no. 1, pp. 45–58, 2024.

S. A. Tessema, “The effect of human resource analytics on organizational performance,” Systems Journal, vol. 13, no. 2, pp. 134–145, 2025.

J. Fitz-enz, The New HR Analytics: Predicting the Economic Value of Your Company’s Human Capital Investments. New York, NY, USA: AMACOM, 2010.

T. Davenport, J. Harris, and J. Shapiro, “Competing on talent analytics,” Harvard Business Review, vol. 88, no. 10, pp. 52–58, 2010.

J. H. Marler and J. W. Boudreau, “An evidence-based review of HR analytics,” International Journal of Human Resource Management, vol. 28, no. 1, pp. 3–26, 2017.

T. Rasmussen and D. Ulrich, “Learning from practice: How HR analytics avoids being a management fad,” Organizational Dynamics, vol. 44, no. 3, pp. 236–242, 2015.

D. Angrave, A. Charlwood, I. Kirkpatrick, M. Lawrence, and M. Stuart, “HR and analytics: Why HR is set to fail the big data challenge,” Human Resource Management Journal, vol. 26, no. 1, pp. 1–11, 2016.

S. van den Heuvel and T. Bondarouk, “The rise of HR analytics,” Employee Relations, vol. 39, no. 2, pp. 157–162, 2017.

CIPD, Talent Analytics and Big Data – The Challenge for HR. London, U.K.: Chartered Institute of Personnel and Development, 2013.

N. Saputra et al., “Human resource analytics and organizational performance: A review,” International Journal of Research in Business and Social Science, vol. 10, no. 6, pp. 45–58, 2021.

Vol 4 No 1

Downloads

Published

2026-05-30

Issue

Vol. 4 No. 1: April-June 2026

Section

Articles

License

Copyright (c) 2026 International Journal of Science and Social Science Research

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite

Afreen, R., & Anitha, B. (2026). Role of Talent Analytics in Strategic Human Resource Decision Making. International Journal of Science and Social Science Research, 4(1), 227-235. https://doi.org/10.63671/ijsssr.v4i1.608

Similar Articles

1-10 of 310

You may also start an advanced similarity search for this article.

Most read articles by the same author(s)