Використання HR-аналітики в діагностиці системи управління персоналом

Abstract

The article delimitates and presents the author's own definitions of the concepts of «diagnosis», «monitoring», «analysis», «evaluation» of the staff management system, «staff audit (staff management),», «HR-analytics». Based on the review of domestic and foreign theoretical and practical studies of the current state of HR-analytics, the understanding of HR analytics is deepened; the possibilities of its implementation in the diagnosis of the staff management system are determined; methodical approaches to this process are described: the object, theme, subject, directions of HR-analytics at the organization level are formulated, stakeholders (interested parties), instruments and examples of the system of metrics/measures (criteria and indicators) operated in HR analytics are defined. It is determined that the diagnosis of the staff management system is a broader concept than HR analytics, which is its main component. HR analytics is based on monitoring and analysis of data with the formation of relevant estimates in conclusions/reports. Preparation of alternative forecasts, improvement of HR processes and staff management system are the final stages of diagnosis of the staff management system. The proposed approach of delimitation of the categorical apparatus of instruments in the sphere of assessment of the effectiveness of human resources use and staff management of an organization with clearly defined structural elements of the process of staff diagnosis will help theorists and practitioners to perform more clearly their work on the analysis and critical evaluation of HR processes with further improvement and alternative forecasting.