Abstract
The rapid integration of data analytics into human resource management has fundamentally transformed traditional talent management practices. Organizations increasingly rely on evidence-based decision-making to attract, develop, retain, and deploy talent more effectively. In this evolving context, HR analytics has emerged as a strategic tool that enables organizations to predict workforce trends, enhance employee performance, and align talent strategies with business objectives. This study aims to reimagine talent management in the age of analytics by empirically examining the insights and experiences of HR leaders.
Adopting a qualitative research design, the study explores how HR analytics influences key talent management functions such as recruitment, performance management, learning and development, and succession planning. Primary data were collected through semi-structured interviews with HR leaders across diverse sectors. Thematic analysis was employed to identify recurring patterns and insights related to analytics adoption, strategic value creation, and decision-making processes.
The findings reveal that HR analytics has shifted talent management from intuition-driven practices to data-informed strategies, enhancing transparency, objectivity, and strategic alignment. However, the study also identifies critical challenges, including data quality issues, skill gaps among HR professionals, ethical concerns, and resistance to change. Despite these challenges, HR leaders acknowledge the growing importance of analytics in strengthening organizational competitiveness and workforce sustainability.
The study contributes to the existing literature by providing empirical evidence on the practical implications of HR analytics in talent management from a leadership perspective. It offers valuable insights for HR practitioners, policymakers, and researchers by highlighting the need for analytical capability building, ethical governance, and strategic integration. The paper concludes that reimagining talent management through analytics is not merely a technological shift but a strategic transformation requiring cultural and structural readiness within organizations.
Keywords: Talent Management, HR Analytics, Human Resource Management, Data-Driven HR, Qualitative Study
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