DIP: 18.02.043/20251002 
DOI: 10.25215/2455/1002043 
Abstract
Human Resource (HR) analytics has quickly become more than a buzzword; it is the dashboard companies use to steer their people toward better performance and, ultimately, better profits. Instead of flying blind, managers look at numbers tied to hiring speed, turnover, and job engagement to decide what really works and what doesnt. A solid HR analytics setup lines those findings up with the bigger business goals, almost like putting the companys strategy on cruise control. Predictive models forecast who might leave next week, smart workforce planning spots gaps before they become holes, and clear-cut performance dashboards help leaders push talent in the right direction. Toss in machine-learning algorithms and artificial-intelligence tools, and suddenly spotting burnout trends, trimming turnover rates, and boosting employee happiness becomes far less guesswork and far more routine. For any organization that wants to outpace competitors over the long haul, plugging a well-built HR analytics system into everyday operations is basically no longer optional.
The author(s) appreciates all those who participated in the study and helped to facilitate the research process. 
The author(s) declared no conflict of interest. 
ISSN 2455-670X