Data analytics is being used in businesses to increase efficiency and improve the accuracy of decision-making. The ability of an organization to adapt to the ever-changing landscape of Human Resource (HR) analytics is critical and significant to the long-term success of the organization. HR analytics provides practitioners in the HR field with evidence-based research that assists them in making decisions, with the end goal of expanding the major influence that HR has on the performance of the organization. As a direct consequence of this, HR analytics is no longer considered only an auxiliary role but rather a fundamental component of the organization's operations. However, data quality and integration, privacy and ethical concerns, limited skills and resources, and change management present obstacles. To address these issues, this article provides a variety of analytical perspectives. Improving data integrity and integration requires the implementation of data governance frameworks and the use of innovative technologies. Improving the skills of HR professionals and fostering collaboration between the HR and IT departments are required to develop HR data analytics capabilities. In addition, nurturing a data-driven culture requires promoting data literacy and establishing explicit channels of communication. As to address the concerns regarding privacy and ethics, robust data protection measures and transparent policies are required. Thus, by critically evaluating various approaches and provide analytical perspectives, organisations could navigate the challenges and realise the benefits of HR data analytics.
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