2024, Vol. 6, Issue 2, Part B

author(s)
Lekshmi Chithra R and Dr. Prakash Pillai R

abstract
Many competent organisations integrate data analytics into Performance Management (PM) to measure and manage employee performance. But the form and intensity of this analytics integration appear to be varying. Many organisational and technological factors influence this decision. This paper explores the nature and application of analytics-based performance management implemented in IT organisations. It further tries to understand the various tools relied upon and the key implementation challenges. The present study relied on a qualitative approach covering selected HR professionals from three IT organisations which use at least one HR analytics tool. Data collected through semi-structured interviews were analysed to draw conclusions. Findings reveal a prominent use of descriptive analytics in performance management. Organisations utilise analytically drawn insights to predict attrition so that appropriate retention/replacement strategies can be formulated. Predictive analytics was found to have more focus on recruitment-related functions. However, a fully matured integration of analytics in the PM function is yet to be attained.