An impact of HR analytics on employee engagement of software employees in Hyderabad, Telangana
J. Jayalakshmi et al.
What the paper says
The widespread adoption of digital HR has created a bandwidth for advanced tools like HR analytics incorporating data-led approaches to improve employee engagement. This paper examines the role of HR analytics on software employee engagement in Hyderabad, Telangana which is part of India to one of the IT hubs. Hence, the research combines quantitative analysis through survey data with qualitative insights from interviews to assess how HR analytics impacts employee engagement (motivation, satisfaction, and retention). A structured survey was circulated among 300 mid- to large-scale IT company employees in Hyderabad. We developed a questionnaire that examined employees’ perceptions of HR analytics practices to govern how HR analytics are aligned closely with organizational needs, and whether or not these affect key engagement metrics. Regression analysis and other statistical tools were used to analyse the quantitative data. In addition, semi-structured interviews with HR managers and software employees explored case-shifting efforts used with HR analytics in engagement initiatives because of many encouraging effects from the literature around this area. The findings indicate that a higher level of effective application of HR analytics leads to increased employee engagement. HR analytics tools helped bring personalized experiences to employees, shriveled workforce sentiment, and predicted engagement risks. More transparent use of people analytics also fosters trust among employees [14]. Predictive analytics have long played a role in helping catch the early signs of disengagement, and act before losing an employee, this study reaffirms that potential. A mix of customized training programs, growth path maps, and data-oriented recognition systems were highlighted as top engagement drivers. On the positive side, the study identified opportunities such as data privacy issues and insufficient technical expertise among HR professionals. If appropriately managed, such anxiety can lead to the negation of benefits that could have been generated from HR analytics for the organization since a vast majority of employees expressed hesitance over how their personal data was being sourced and used. In addition to this, the organizations also had to go through a change in mentality where HR analytics role (i.e. using data for people’s decision-making) was formalized which required training of and trust in HR personnel on how to interpret and act based on analytic outputs. This study emphasizes the importance of HR analytics in creating an engaged workforce in the software sector. Offering effective insights and customizing HR practices to match employee requirements goes a long way in improving engagement numbers as well. The results support the implementation of strong HR analytics systems as well as high transparency regarding potential privacy breaches and their management to establish trust from the employee perspective. Longitudinal and field research with HR analytics: Future studies could examine the lagging effects of HR metrics on employee performance (loyalty) as well as on profitability.
Evidence weight
Balanced mode · F 0.40 / M 0.15 / V 0.05 / R 0.40
| F · citation impact | 0.50 × 0.4 = 0.20 |
| M · momentum | 0.50 × 0.15 = 0.07 |
| V · venue signal | 0.50 × 0.05 = 0.03 |
| R · text relevance † | 0.50 × 0.4 = 0.20 |
† Text relevance is estimated at 0.50 on the detail page — for your query’s actual relevance score, open this paper from a search result.