A real-time strategic tool for improving organizational and employee effectiveness through effective utilization of human resources is people analytics. Employers have always depended on their staff, but firm executives still base important personnel decisions on this established procedure. Thus, the goal of this study is to find out how HR Analytics (HRA) may improve an organization’s performance. It also emphasizes how and when HRA has been used to improve business success. The purpose of this study is to analyze the “Impact of HR Analytics on Organizational Performance”. ‘Access to HR Technology’, ‘HR analytics (High Quality data, analytical competency; strategic ability to act)’, ‘Organizational EBM’ and ‘Organizational Performance’ have been adopted as the variables related to HR Analytics. Primary data has been collected and applied for conducting causal research. A suitable questionnaire was created and used, considering the variables utilized in the earlier study. In order to gain a general understanding of HR analytics techniques, this study has included both manufacturing and service-oriented organizations. A total of 160 questionnaires that were deemed usable following the survey were completed by 41 institutions. This article provided a conceptual model that evaluated the effect of HR analytics on organizational performance using ‘Access to HR Technology’ and ‘Organizational EBM’, as one of the variables. Regression analysis is done using PLS-SEM. The results of the study corroborated the hypothesis, indicating that having access to HR technology and HR analytics, along with ‘Organizational EBM’, is a determining element in improving organizational performance. The process of implementing HR analytics, which was adopted to practice ‘Organizational EBM’, was significantly influenced by the supervision of an HR manager. It has been discovered that this theoretical component of the model effectively influences organizational performance. The study’s conclusions indicated that HR technology, HR analytics, and evidence-based management affect overall organizational performance and offered various recommendations for further research.
Keywords: Access to HR Technology, HR Analytics (HRA), HRIS, Organizational EBM, Organizational Performance, People Analytics (PA)
