In today's world, the sustainable organizational success of enterprises is the dominating method, with an emphasis on improving profitability, social condition, and a healthy environment. This study investigated the green human resource management (GHRM) and corporate social responsibility (CSR) mechanisms toward sustainability performance execution using capability, commitment, possibility, and understanding of the philosophy. [11]
Organizational sustainability should be concerned with corporate spirituality as well as environmental, physical, social, and economic success.[12] It may be claimed that a more spiritual person makes stronger decisions concerning the environment and the social and economic well-being of employees and the local community, resulting in strategic and inclusive sustainability.[13] The globalization of the labour market, along with a growing shortage of skilled and technological improvements, has resulted in large-scale changes to recruitment procedures around the world through the application of HR Analytics.[14] From the perspective of human resource management (HRM), business sustainability is a management and leadership philosophy about how best people can contribute to success at work by reducing the negative effects of their work on sociological factors while increasing economic factors in organizations.[15]
HR analytics is becoming an advantage that every organization must have in this digitized and technological era because it is the scientific solution for making evidence-based successful decisions toward a sustainable future.[16] HR analytics adds to the development strategy by assisting in benchmarking, which is the process of using intelligence obtained about effective HR practices in other organizations to improve an organization's HR practices. [17]HR analytics is the use of research designs and advanced statistical techniques to evaluate HR data to find answers or make long-term choices about HR challenges based on the evidence.[18] HR analytics data is used to forecast the prospective results of critical HR and organizational strategy choices.[19]
Descriptive: it describes the "What" of HR data. It evaluates previous data to produce results. It features monitors and key performance metrics that help to describe the data.[20] It is diagnostic in the sense that it explains the "Why" of HR data. It provides a more in-depth examination of descriptive data.[2] Predictive: it explains "What will" happen with HR data. It predicts the outcomes using statistical modeling. It explains what will happen in the future.[21] Prescriptive: it assists in comprehending HR data and providing evidence-based results. It employs simulation and optimization methods.[22]
HR analytics is very important in human resources management. In HR functions, the use of analytical tools will help to grow at a faster rate and make evidence-based decisions. HR analytics collects and analyses past data with positive and negative trends. It readily compares organizational performance with competitors. [23]HR analytics is important in workforce planning, competitive advantage, employee recruiting and retention, using data, producing findings and forecasts for organizations, performance appraisal, data manipulation, choosing suitable modeling methodologies, and other areas related to HR.[24]
Human resources are undergoing a revolution. Employee perceptions of their workplace have reached new heights as a result of ever-changing human dynamics within the firm and an increasingly competitive talent landscape. [25]To force decision-making, data analytics makes extensive use of statistical analysis, including explanatory and predictive modeling, and truth-based total control. [26]Big data analytics technologies can be utilized as input for human judgments or to force entirely autonomous decisions. Querying, reporting, online analytical processing (OLAP), and "indicators" are all examples of enterprise intelligence.[27] HR analytics is reaching more organizations and extends to a wider range of users, from executives and line of business managers to analysts and other knowledge workers, within organizations.
Research Gap
According to the literature, there has been numerous research on HR analytics. HR analytics is a novel topic, and studies related to this topic are scarce. Several studies have been conducted to investigate the relationship between HR analytics and organizational sustainability. Some authors have investigated the impact of HR analytics in human resource management. However, the researchers did not pick and examined all three elements of organizational sustainability, HR analytics, and the influence of human resource management practices. This research might be regarded as a one-of-a-kind paradigm for conceptualizing the interaction between HR Analytics, Organizational Sustainability, and HRM practices.
Objectives of the study
- To analyze the HR analytics tool adoption level of Human Resource Management Practices in select Information Technology (IT) companies of Tamil Nadu.
- To evaluate the association between HR analytics and organizational sustainability
Hypothesis
H1: Organizational Sustainability is dependent upon the usage of HR analytic tools
H2: The relationship between the usage of HR analytic tools and organizational sustainability is mediated by the human resource management practices of an organization
H3: There is an association between Human Resource Management practices and HR analytics