Understanding the Relationship Between Employee Engagement Using HR Analytics

Abstract

In this research, the authors address the topic of Human Resource (HR) Analytics and employee engagement among working professionals in India through the data-driven HRM frameworks. The survey was by a cross-sectional survey of 101 employees of various sectors and the data were examined using Pearson correlation, regression analysis and ANOVA. Descriptive results reveal that, employees have a neutral to slightly positive view of HR analytics practices (M = 2.52-2.68, SD [?] 1.0). Correlation analysis demonstrates the existence of a strong, positive relationship between perceived HR analytics effectiveness and job satisfaction (r = 0.245, p

=.014), indicating that analytics-enabled practices have a moderate effect on engagement results. Nevertheless, the HR analytics failed to indicate any meaningful correlations between the organisational commitment and retention-related perceptions. The regression analysis shows that the combination of HR analytics variables does not significantly rely on employee engagement (F(4,96) = 0.807, p =.524; R2 =.033), and none of these predictors is statistically significant (all p >.05). Results of ANOVA also indicate that there are no significant demographic differences in the perceptions of engagement based on demographic factors, which means that the experience of HR analytics among employees remains very similar irrespective of their age, gender, or experience. On the whole, the conclusions made show that the impact of HR analytics on job satisfaction, although positive, has not yet manifested itself in the same way on all the dimensions of commitment and retention. The research adds to the body of literature on the HR analytics in India and raises the awareness of the fact that organisations should enhance the maturity of analytics, ethical data utilisation, and transparency to ensure the best possible levels of engagement.