Hr Analytics Talent Management - 1775 Words

HR Analytics in Talent Management Introduction (Lawler) Around the 1990s, along with the advent of ‘talent management’ came the view that human resources (HR) can and should add more value to corporations. In a competitive marketplace, talent management is a primary driver for organizational success. Broadly defined, talent management is the implementation of integrated strategies or systems designed to increase workplace productivity by developing improved processes for attracting, developing, retaining and utilizing people with the required skills and aptitude to meet current and future business needs. (SHRM Glossary) Organization leaders have linked recruiting and turnover costs to the realization that HR issues are indeed connected to†¦show more content†¦In recent years, analytics is beginning to shape the evolution of various HR processes. With availability of vast amounts of data aggregated from multiple sources including social media channels where prospective candidates usually leave their digital footprint and the ability to transform all that information into intelligence using powerful algorithms, recruiters now have the opportunity to rely more on facts than on intuition before they issue job offers. The same techniques are also increasingly being applied to predict turnover and improve retention rates. The upward trajectory of analytics in the recent years is proof of the overwhelming support for the notion that the application of science to the selection, management and alignment of people brings about tremendous return. (Bersin) (Kapoor) The Case for Analytics (Dezube) Longer life spans, increasing diversity and a highly-competitive global recruitment landscape has increased the complexities within which talent acquisition and talent management are forced to operate. In a world where â€Å"one size fits all† no longer applies, data analytics enables decision making to be more dynamic, agile and personalized with regards to talent acquisition, employee