Implications of Human Resource Analytics on Employee Performance in Pharma Industry in South India-A Literary Study

V. V. Sateesh Kumar Annepu; Dr. T. Sowdamini

doi:10.55524/ijirem.2022.9.5.41

Abstract

Human resource activities extend beyond hiring and orientation. With the advent of HR analytics, the human capital industry has seen a profound transformation. Employer turnover analysis, talent supply chain optimization, decision-maker insight extraction, and other tasks are all accomplished by organisations using HR analytics.

Keywords

Human Resource, Analytics, Employee, Performance, South Indian, Pharmaceutical, Industry

References

Akarsu, O., Kadaifci, C., & Onar, S. C. (2022). Human Resources Analytics. Business Analytics for Professionals, 437-455.
Alduayj, S.S., & Rajpoot, K. (2018). Predicting Employee Attrition using Machine Learning. 2018 International Conference on Innovations in Information Technology (IIT), 93-98.
Allaham, M. V. (2022). Bibliometric Analysis of HR Analytics Literature. Elektronik Sosyal Bilimler Dergisi, 21(83), 1147-1169.
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016). “HR and analytics: Why HR is set to fail the big data challenge”. Human Resource Management Journal, Vol-26, PP.1-11.
Bag, S., Wood, L. C., Xu, L., Dhamija, P., & Kayikci, Y. (2020). Big data analytics as an operational excellence approach to enhance sustainable supply chain performance. Resources, Conservation and Recycling, 153, 104559.
Barbar, K., Choughri, R., & Soubjaki, M. (2019). The Impact of HR Analytics on the Training and Development Strategy–Private Sector Case Study in Lebanon. Journal of Management and Strategy, 10(3), 27-36.
Belizón, M. J., & Kieran, S. (2022). Human resources analytics: A legitimacy process. Human Resource Management Journal, 32(3), 603-630.
Bersin, J. (2013). Employee retention now a big issue: Why the tide has turned. Bersin by Deloitte, 16, 1-4.
Bode, C., Singh, J., & Rogan, M. (2015). Corporate social initiatives and employee retention. Organization Science, 26(6), 1702-1720.
Burdon, M., & Harpur, P. (2014). Re-conceptualising privacy and discrimination in an age of talent analytics. UNSWLJ, 37, 679.
C. S. Biriowu & Nissi Linda Kalio (2020) “Talent Analytics And Employee Retention In Nigeria Organizations” International Journal of Human Resources Management (IJHRM) Vol. 9, Issue 3, 1-12.
Dahlbom, P., Siikanen, N., Sajasalo, P., & Jarvenpää, M. (2019). Big data and HR analytics in the digital era. Baltic Journal of Management.
Davenport, T. H., Harris, J., & Shapiro, J. (2010). Competing on talent analytics. Harvard business review, 88(10), 52-58.
David Angrave and Mark Lawrence, (2016): “HR and Analytics: Why HR is set to fail the big data challenge” Human Resource Management Journal, Vol. 26(1), PP. 1-11.
Davies, R, (2001,). ‘How to boost Staff Retention’ In People Management, v7, i8, April, pp. 54-56.
Dr. K. Balaji Mathimaran & Prof. Dr. A. Ananda Kumar (2017) “Employee Retention Strategies – An Empirical Research” Global Journal of Management and Business Research: E-Marketing Volume 17 Issue 1.
Falletta, S. (2014). In search of HR intelligence: evidence-based HR analytics practices in high performing companies. People and Strategy, 36(4), pp. 28-37.
Fecheyr-Lippens, B., Schaninger, B., & Tanner, K. (2015). Power to the new people analytics.
Fernandez, J. (2019), "The ball of wax we call HR analytics", Strategic HR Review, Vol. 18 No. 1, pp. 21-25.
Fitz-enz, J. (2010). The new HR analytics: predicting the economic value of your company's human capital investments. New York: AMACOM.
For HR management in organisations. international journal of scientific & technology research volume, 5(5)
Giermindl, L. M., Strich, F., Christ, O., Leicht-Deobald, U., & Redzepi, A. (2022). The dark sides of people analytics: Reviewing the perils for organisations and employees. European Journal of Information Systems, 31(3), 410-435.
Gramm, C.L. and Schnell, J.F (2001). ‘The Use of Flexible staffing arrangements in core production jobs.’ In Industrial and Labor Relations Review, Jan, v54, i2, pp. 245-251.
Harris, J. G., Craig, E., & Light, D. A. (2011). Talent and analytics: new approaches, higher ROI. Journal of Business Strategy.
Harris, J.G., Craig, E. and Light, D.A. (2011), "Talent and analytics: new approaches, higher ROI", Journal of Business Strategy, Vol. 32 No. 6, pp. 4-13
Hendry, J., 1995. Culture, community and networks: the hidden cost of outsourcing. European Management Journal 13 (2), 193–200.
Jac Fitz-enz, Barbara Davison (1984) “How to Measure Human Resources Management” McGraw-Hill, University of Michigan, pp. 12-85.
Jain, P., & Jain, P. (2020). Understanding the Concept of HR Analytics. International Journal on Emerging Technologies, 11(2), 644-652.
Janet h. Marler& john w. Boudreau (2017): “an evidence-based review of hr analytics”, international journal of human resource management, vol, 28(1), pp. 3-26.
Kaur, J., & Fink, A. A. (2017). Trends and practices in talent analytics. Society for Human Resource Management (SHRM)-Society for Industrial-Organizational Psychology (SIOP) Science of HR White Paper Series.
Kremer, K. (2018). HR analytics and its moderating factors. Vezetéstudomány-Budapest Management Review, 49(11), 62-68.
Kumar, S. (2003), "Managing human capital supply chain in the Internet era", Industrial Management & Data Systems, Vol. 103 No. 4, pp. 227-237.
Kylie Goodell King (2016): “Data Analytics in Human Resources: A Case Study and Critical Review”, Human Resource Development Review, Vol. 15(4), PP. 487–495.
Lawler, E.E., Levenson, A. and Boudreau, J.W. (2004) HR Metrics and Analytics: Use and Impact. Human Resource Planning, 27, pp. 27-35.
Lee, T. W., Hom, P., Eberly, M., & Li, J. (2018). Managing employee retention and turnover with 21st century ideas. Organizational dynamics, 47(2), 88-98.
Leicht-Deobald, U., Busch, T., Schank, C., Weibel, A., Schafheitle, S., Wildhaber, I., & Kasper, G. (2019). The challenges of algorithm-based HR decision-making for personal integrity. Journal of Business Ethics, 160(2), 377-392.
Levenson, A. (2018). Using workforce analytics to improve strategy execution. Human Resource Management, 57(3), 685-700.
Lismont, J., Vanthienen, J., Baesens, B., &Lemahieu, W. (2017). Defining analytics maturity indicators: A survey approach. International Journal of Information Management, 37(3), 114-124.
Liu, L., Akkineni, S., Story, P., & Davis, C. (2020). “Using HR Analytics to Support Managerial Decisions: A Case Study” In Proceedings of the 2020 ACM Southeast Conference, pp. 168-175.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32(2), 100795.
Minbaeva, Dana. (2017). Human capital analytics: why aren't we there? Introduction to the special issue. Journal of Organizational Effectiveness: People and Performance. pp 110-118.
Mishra, S. N., Lama, D. R., & Pal, Y. (2016). Human Resource Predictive Analytics (HRPA) for HR management in organizations. International Journal of Scientific & Technology Research, 5(5), 33-35.
Mishra, S. N., Lama, R., & Pal, Y. (2016). Human Resource Predictive Analytics (HRPA)
Mutsuddi, I. (2012). Supply Chain Management for Effective People Management: Issues and Challenges. IUP Journal of Operations Management, 11(4).
Narayanan, A. (2016) Talent management and employee retention: Implications of job embeddedness-a research agenda. Journal of Strategic Human Resource Management, 5(2), pp.35-40.
Nirmala Mungamuru, Prof (Dr.) Pukhraj Dadhich (2019) “Leveraging HR Analytics to Study Employee Churn and Retention of Special Education Professionals-A Review of Literature” International Journal for Research in Engineering Application & Management (IJREAM) ISSN:2454-9150Vol-05,Issue-09, pp. 200-207.
Noack, B. (2019). Big Data Analytics in Human Resource Management: Automated Decision-Making Processes, Predictive Hiring Algorithms, and Cutting-Edge Workplace Surveillance Technologies. Psychosociological Issues in Human Resource Management, 7(2), 37-42.
Nocker, M., & Sena, V. (2019). Big data and human resources management: The rise of talent analytics. Social Sciences, 8(10), 273.
Ponnuru, K. R., & Gupta, R. (2018) Employee Retention: Important factors to be considered by Human Resource Professionals while creating retention. In Harnessing Human Capital Analytics for Competitive Advantage, IGI Global, pp. 265-286.
Rana, G., Sharma, R., & Goel, A. K. (2019). Unraveling the power of talent analytics: implications for enhancing business performance. In Business Governance and Society (pp. 29-41). Palgrave Macmillan, Cham.
Rasmussen, t., & Ulrich, d. (2015). Learning from practice: how hr analytics avoids being a management fad. Organizational dynamics, 44(3), pp 236-242.
Reddy, P. R., & Lakshmikeerthi, P. 2017. ‘HR Analytics’ - An Effective Evidence Based HRM Tool. International Journal of Business and Management Invention, 6(7).
References:
Rouse M. Human Resource Analytics (2012) (talent analytics), Article posted in search financial applications. tech target.
Sharma, A., & Bhatnagar, J. (2017). Talent analytics: A strategic tool for talent management outcomes. Indian Journal of Industrial Relations, 52(3), 515-527.
Sharma, H., & Shukla, S. (2020) Role of Predictive Analytics in Employee Retention: Corporate Cases, UNNAYAN, Volume-XII, Issue –II, 155-178.
Sivathanu, B., & Pillai, R. (2019). Technology and talent analytics for talent management–a game changer for organizational performance. International Journal of Organizational Analysis.
Sparrow, P., Hird, M., & Cooper, C. L. (2015). Strategic talent management. In Do we need HR?. Palgrave Macmillan, London, pp. 177-212.
V.V Sateesh Kumar Annepu (2020) A Study On Bridging The Hr Analytics Gap With Reference To Selected Organisations In Bangalore City, EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal, Volume: 6, Issue: 10,pp.417-427.
V.V Sateesh Kumar Annepu (2020) A Study On Bridging The Hr Analytics Gap With Reference To Selected Organisations In Bangalore City, EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal, Volume: 6, Issue: 10,pp.417-427.
V.V Sateesh Kumar Annepu (2021) “Impact of HR Analytics on The Leadership Development& Organisational Effectiveness”, Journal of Huazhong University of Science and Technology, Volume 50, Issue -3, pp. 1-21.
V.V Sateesh Kumar Annepu (2021) “Impact of HR Analytics on The Leadership Development& Organisational Effectiveness”, Journal of Huazhong University of Science and Technology, Volume 50, Issue -3, pp. 1-21.
Varma, Chandrakant & Chandrahauns, Dr & Chavan, R. (2019). A Case of Hr Analytics -To Understand Effect On Employee Turnover, JETIR, 782-787.
Weena Yancey et al (2016) HR Analytics as a strategic workforce planning. International Journal of Applied Research 2 (5), 785-790.
Wijaya, D., DS, J. H., Barus, S., Pasaribu, B., Sirbu, L. I., & Dharma, A. (2021). Uplift modeling VS conventional predictive model: A reliable machine learning model to solve employee turnover. International Journal of Artificial Intelligence Research, 5.1.
Wingard, D. (2019). Data-driven Automated Decision-Making in Assessing Employee Performance and Productivity: Designing and Implementing Workforce Metrics and Analytics. Psycho sociological Issues in Human Resource Management, 7 (2), 13-18.

Cites this article as

V. V. S. K. Annepu, D. T. Sowdamini, "Implications of Human Resource Analytics on Employee Performance in Pharma Industry in South India-A Literary Study", International Journal of Innovative Research in Engineering & Management (IJIREM), Vol-9, Issue-5, Page No-282-288, 2022. Available from: https://doi.org/10.55524/ijirem.2022.9.5.41