THE PEOPLE ANALYTICS AGE - A TRANSFORMATION OF HR OPERATIONS INTO DATA-DRIVEN PROCESS

The days of campus selection, scanning job boards, advertising, open houses for recruitment are obsolete. Organizations are not gaining any competitive advantage or these methods covering and expressing future talent demands. To overcome this obsolete trend, "People Analytics" in the age of 'Big Data' is doing a great job of melding analytical process and methods with the large data that is available today. Big data is an ocean in which diving with predictive analytics, fishing gear virtually ensure that we will catch what you are fishing for. There is no shortage of qualified personnel in any company. But, we what we require is a world-class talent acquisition system. This is where predictive analysis system comes to our rescue. If we observe, there is a shortage of 21st-century talent acquisition strategies. Mere recruitment doesn't mean the selection of qualified and talented personnel. The employment methods, by whatever labels in vogue, are simply functional tools. It is observed that for decades, the organizational purpose of recruitment is often not fully addressed. Everything starts with the organization's purpose, goals and strategic plans. Management must first be clear, that, data and analytics can be brought together in forming a strategy. As we know, Big data is the talent ocean, Analytics is the fishing gear. Analytics help management, find the school of a It is the era to be motivated to learn some of the latest techniques and best practices of how to use different types of human resource across the enterprise. In this context, it is imperative to study the 'People Analytics' in the age of Big Data. This paper focuses on the international experiences on People Analytics from select countries and its growing relevance in HR of select companies in India.