Predictive analysis on Human resource functions: Is there an influence or not?

With recent advances in data-driven analytics, and the resultant improved capabilities in working with huge datasets, strategic planning has become morecomplex for business units, and subsequently for the human resource (HR)function. Most business units have already adopted predictive analytics to guidetheir decision-making and strategy development processes. The new opportunitiesoffered by predictive analytics are applicable to all core HR processes such as talentacquisition, attrition risk management, employee sentiment analysis, and capacityplanning. The employees at different levels may have different opinions on using predictive analysis in HR functions and its ultimate effectiveness. On this ground the research is primarily focused on identifying the influence of various Predictive analysis (using) factors on HR functions. The study was among 120 employees where it is identified that the opinion differences are evident based on designations of the employees. This indirectly shed some light on the fact that there is knowledge of identifying the relevance of PA and evaluating its effectiveness varies according to the designations. Everyone may not be exposed to the process in an equal manner and thus there may be an element if information asymmetry. Other demographic factors have no much influence on the opinions related to PA using factors in the organizations. It could also be found from this study that there is an influence of PA(using) factors on HR functions whereas within the factors predictive analysis use in training and development is relatively significant than other factors under study. There are also factors that fall outside the scope of the study which could influence the outcome in a significant manner.