HR ANALYTICS IN BUSINESS PROCESS MANAGEMENT

Abstract

The article reveals the importance of HR analytics in the business process management system of modern enterprises and defines the stages of its implementation in management practice. The emphasis is on the transformation of human resource management from a support function to a strategic element of business administration capable of ensuring the adaptability, sustainability and competitiveness of enterprises. It is argued that traditional intuitive and fragmented approaches to personnel management are insufficient to respond to modern challenges, which makes it expedient to implement HR analytics as a business process management tool. The subject of the study is HR analytics as a tool for integrating human capital into the enterprise business process management system. HR analytics is considered not only as a set of HR metrics, but as a comprehensive, systematic and continuous process of collecting, integrating, processing and analysing formalised and informalised data on personnel, HR processes and the external HR environment in order to support management decisions. The aim of the study is to determine the role of HR analytics in business process management and to develop a step-by-step model for its implementation in modern business management. To achieve this goal, theoretical approaches to HR analytics are summarised, the management possibilities for its application are analysed, key HR metrics are systematised, and areas for their use in business process management are identified. The methodological basis of the research is a comprehensive approach that combines systemic, process and comparative analysis. The work uses methods of analysis and synthesis to generalise scientific approaches to the essence of HR analytics; comparative and content analysis to systematise the results of research by international companies; a structural-logical method to develop a model for implementing HR analytics in business processes; and a method of generalisation to form conclusions and practical recommendations. The information base consists of scientific works by Ukrainian and foreign researchers, analytical reports by international consulting companies, and professional HR platforms. The main findings of the study prove that HR analytics has evolved from an operational tool to a strategic element of business process management. Key HR metrics have been identified and their connection with financial, operational, and innovative business processes has been demonstrated. A phased model for implementing HR analytics is proposed, covering the definition of business objectives, data auditing and standardisation, tool selection, the development of analytical competencies, and the gradual scaling of analytics. The conclusions are that HR analytics is an effective tool for reducing the subjectivity of management decisions, forecasting HR risks, increasing labour productivity, and aligning HR policy with business strategy. Its implementation should be viewed as a strategic initiative aimed at ensuring long-term organisational stability and competitiveness of enterprises in today's environment.