HR ANALYTICS AS A RISK MONITORING TOOL IN PERSONNEL MANAGEMENT SYSTEMS

Abstract

The objective of this study is to examine the function of HR analytics in the identification, monitoring and mitigation of risks within human resource management (HRM) systems. In the context of an increasingly intricate management of workforces, enterprises encounter a multitude of challenges, encompassing operational inefficiencies, elevated rates of personnel turnover, detrimental impacts on reputation, and regulatory infractions. The present study aims to analyse how HR analytics can serve as a strategic tool for risk assessment and mitigation, with a view to improving decision-making processes in HRM. Methodology. This study employs a qualitative research approach, focusing on an in-depth literature review and case study analysis to explore the role of HR analytics in risk monitoring and mitigation. The literature review synthesises extant research on HR analytics, risk management, and workforce planning, drawing on academic publications, industry reports, and theoretical frameworks. Furthermore, the analysis of case studies of organisations that have successfully implemented HR analytics for risk management provides valuable insights into best practices, challenges, and outcomes. The study utilised a range of qualitative data sources, including industry reports, HRM policy documents, and expert interviews, with the objective of offering a comprehensive understanding of the practical application of HR analytics. Results. The findings indicate that HR analytics has the potential to significantly enhance risk management in HRM systems by facilitating data-driven decision-making processes. Organisations that employ predictive analytics are able to identify potential workforce challenges, such as talent shortages, employee dissatisfaction, and compliance risks, before such issues escalate. Furthermore, the integration of HR analytics with artificial intelligence and big data solutions provides deeper insights into employee behaviour and workforce dynamics, thus improving organisational resilience. Practical іmplications. This study underscores the pragmatic advantages of HR analytics for human resources professionals, executives, and policymakers. The implementation of data-driven HR strategies has been demonstrated to result in enhanced workforce planning, reduced employee turnover, and improved regulatory compliance. Furthermore, it is asserted that organisations which leverage HR analytics for risk monitoring purposes can enhance their competitiveness by minimising workforce-related uncertainties and optimising human capital management. Value / Originality. This research makes a significant contribution to the extant literature by providing a structured analysis of HR analytics as a risk management tool in HRM. In contradistinction to preceding studies, which have chiefly concentrated on the utilisation of HR analytics for talent acquisition and performance management, this study accentuates its function in identifying and mitigating organisational risks. The originality of this work lies in its comprehensive approach, combining theoretical insights with real-world applications to demonstrate the strategic importance of HR analytics in modern workforce management.