DIRECTIONS OF EFFECTIVE USE OF DATA AND ANALYTICS IN DECISION-MAKING ON STAFF DEVELOPMENT

Larysa MARTSENIUK, Illya MAKHIN’KO, Halyna HREBENIUK, Biswajit DAS

MARTSENIUK L., MAKHIN’KO I., HREBENIUK H., DAS B. (2024), DIRECTIONS OF EFFECTIVE USE OF DATA AND ANALYTICS IN DECISION-MAKING ON STAFF DEVELOPMENT.
PHILOSOPHY, ECONOMICS AND LAW REVIEW. Volume 4, no. 1, 75-84

DOI: 10.31733/2786-491X-2024-1-75-84

 

Abstract. Modern companies are faced with a large amount of data about their employees, company processes and market conditions. Using this data to make decisions about personnel development can help companies effectively manage their personnel potential, predict training and development needs of employees, and plan strategic steps from the standpoint of personnel management. Research in this direction can also help identify optimal methods of attracting and retaining talented employees, which in turn will contribute to increasing the company’s competitiveness in the market.

Incorporating data and analytics into staff development decision-making processes can lead to more informed and objective decisions. The use of key performance indicators (KPIs) and metrics can provide valuable information about employee performance, training needs, and promotion. Personalized Development Plans: Data and analytics enable HR professionals to create personalized development plans for employees based on their strengths, weaknesses and career aspirations. This personalized approach can increase employee engagement and retention.

Optimizing recruitment processes and talent retention with the help of data analytics opens up new opportunities for increasing the competitiveness of organizations.

Keywords: personnel development, personnel potential, personnel planning, data analytics, KPI.

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