Comment onthree classmates' findings. Please provide in-depth comments on the other learners' posts to generate meaningful discussion by building on their posts.

1st STUDENT

The articles which according to me related to the HR success is based on data and analytics in 21^stCentury are:

1. Bridging the gap: why, how and when HR analytics can impact organizational performance

https://www.emerald.com/insight/content/doi/10.1108/MD-12-2020-1581/full/html

This article answers the three questions that why, how and when Human Resources analytics influence the organizational performance. I choose this article because I found this article supported as it conveys the practical form of data. This article contains data from 155 different Irish organizations, and then relate them in different HR units,technology, analytics, evidence-based management (EBM) and organizational performance. Findings of this article suggest us that if we have an approach to use the technology in the HR department, it helps HR analytics simplify the use of evidence-based management form and that boosts the organizational performance. One another reason I choose this article is that this article tells us whether the interest towards the HR data and analytics increasing at a high rate but still, this concept is fairly a new one for the people in the HR department, that's why they want to study and make more researches to find out the key concepts, digitalization and increasing amount of data in the HR data and analytics that an help their decision-making consequences and thus it impact organizational success (McCartney & Fu, 2022).

2. Why You Need to Start Working with HR Analytics

https://www.trustcruit.com/blog/why-you-need-hranalytics/?gclid=CjwKCAjwkMeUBhBuEiwA4hpqECZbf6vS7iBlcJmSYMhgSBjFgrGX9LIFnNHabsBT_a8wrNHCRwdFMxoCXtAQAvD_BwE

This article contains What the HR analytics, its value, how its start using in the HR department, Hoe to encourage Managers and employers to do it and at last how to start using it. I choose this article because it gives the brief basic overview of the HR analytics, and at the same time it explains the step-by-step process of How to start working with HR analytics. As we all know adults are motivated to learn if they know the value of the concept which they are learning, so this article follows the same step that before just asking employers that do HR analytics, give them the brief overview of the concept and the value of the HR data and analytics to their job is important. Beside this all, this article tells us that to start the use of HR data and analytics, after setting the vision or goals communicate with your employees, give them short task instead of digging them into larger ones in the starting, and making routine of these exercises in the organization also really helps, and helping them to ask the right questions to use the HR data and analytics effectively. Then, there are various methods given in this article to convivence and motivate employers to use this in their job, that I think helpful in different departments.

3. Why is People Analytics so Important for HR?

https://www.myhrfuture.com/blog/2019/10/1/why-is-people-analytics-so-important-for-hr

This article gives us the brief information about what the People Analytics. I choose this article because it gives the information that why data is important for the HR and why data is considered as base for the HR analytics. Interesting fact of this article is it considered data as an oil of a modern era (Randhawa, 2019). According to Randhawa, he also considers the data as a currency for the success of the organization, as much as productive data we have more and more chances we have for the success of the organization. Randhawa also told us that, "while the availability of data is definitely driving rapid change, maturity of people analytics function and HR's ability to become that strategic partner to the business is slow." This article also tells us that How HR could erect his proficiency in the terms of the people analytics. Randhawa explains the Jonathan's views and primary reasons on which he focusses for increase the capability of HR in the people analytics. Three reasons are: capability, culture, and training.

Video: Maximizing the role of HR with Analyticshttps://youtu.be/rq_6BWX8CN8

This video gives us the information that how the responsibilities of the HR department increasing day by day towards the analytics. I choose this video because it gives me the pinpointinformation that HR analytics and HR metrics are two different things never take them similar. Video contains the information that HR analytics helps managers to measure the employee skills, track employee engagement and to know whether employees need training to fulfil organization goals. Thus, this all helps managers to talk intelligently with their employees and collect data from them whether they are satisfied from the company and all the work is done smoothly, then be proactive with other departments that work is done properly to achieve the company vision and mission.

2^ND STUDENT

The common theme among the articles and videos I have chosen is the upward trend of HR professional using analytics, specifically in people management. I think this is the most important part of a successful and functional organization. The capital expended to fire and hire employees is one of the most significant costs in operating a business and employees who are engaged and happy with their superiors, compensation, and work environment out-perform those who are not by large margins. Its in this area where we can see a major decrease in recruitment and selection costs, and a major increase in per-employee revenues and performance quality if handled effectively. Retention of top-performers is another key aspect to this, by utilizing engagement and retention metrics, a company can ensure that they are remaining competitive in terms of compensation and employee support. This will in turn increase engagement and satisfaction, keeping top-performers happy in their positions and uninterested in "shopping around" for a better organisational environment or compensation package. Retention can be significantly impacted by using metrics as Christian Ofori-Boateng explains in his Forbes article, "you'll be provided with clear pictures as to why some actions leave employees unmotivated or even turned off, while other programs or plans light fires within the hearts of each worker" (Ofori-Boateng, 2020).

Training is another key aspect of HR that can be bolstered in effectiveness by using metrics. This is one of the key factors in guiding an employee to success within the organization and metrics can be used here to understand areas in which employees are not confident and feel unprepared, requiring further training and assistance from management. My first article I have chosen puts it best when they say,"its larger than having the right mindset and a culture that supports you. Without the availability of training and access to the right learning content within your organisation at the point of need"(Randhawa, 2019). Finding this "right learning content" is a critical component of utilising metrics in training and can result in discovering where the best area(s) is to focus your training efforts in your organization. Another way to work on employee retention through metrics is through the use of predictive modeling and retention algorithms. Google has been using these metrics and data-driven techniques to predict employees who may create retention issues or managers who are contributing to the possibility of future retention issues (Grace, 2022). This allows an organization to take a pro-active approach to retention issues and dissatisfaction of employees rather than a reactive one. This saves money, time, and energy by dealing with potential issues before they have a chance to negatively effect the organization.

Overall, people analytics is giving organizations better insight and preparedness in regards to employee engagement and retention issues. It is allowing organizations to predict problems, find key areas for improvement in engagement, and increase the effectiveness and satisfaction of employees through data-focussed training. As DataTrained puts it, "data is the new currency", and this has never been more true in the area of people management in HR (DataTrained, 2021). DataTrained further elaborates on this in an HR focussed sense when they say, "As the HR profession has developed in the world, and has become more equivalent to other functions, it runs on more data and that data is about people and therefore people analytics is becoming the relevant part of a successful HR function in any business" (DataTrained, 2021). This data and metric focussed component of HR now has the potential to completely change the way we approach key business decisions involving employees and gain a better understanding of the field of people management.

3^RD STUDENT

Area: People Management The most important first task of the HR department is to Selection/recruit talented people. This is a significant task not only for the human resources department but also for the entire company. We need to make good use of HR analytics information in order to find out which employees are highly engaged and can perform well. When talent competition is needed, companies can use HR data analysis to find the best way to evaluate and select employees. For example, the time it takes to hire an applicant, the cost of employment, and the right candidate. Human resource management through human resource data analysis will reduce interviewer errors and increase the likelihood of fair recruitment results when selecting the right candidate from a large number of people.

Also, the second most important thing to do is to prevent talent from leaving the organization. It takes a lot of time and money to hire and adapt a single talent. The organization will also be able to collect data on turnover to identify trends and address sudden turnover spikes. For example, understanding when employees begin to leave through reduced employee and team collaboration metrics will help you understand when employees are likely to consider leaving. Other examples may include changes in employee behavior, changes in marital status, or significant changes in life conditions, increased sick leave, low performance assessments, and similar variables. This data analysis allows the HR team to take steps to prevent turnover when there is a risk of a valuable employee leaving.

Another important indicator of human resources is "employee engagement." This data can be collected through employee engagement surveys conducted by survey providers. Alternatively, you can collect and analyze data by monitoring participation on a regular basis using extensive surveys and simple small survey data in-house. You can also analyze individual and organizational performance indicators, work and email usage patterns, and performance statements to observe individual and organizational participation and performance, and find solutions to solve specific problems.