Strong argument and Conclusion to convince the manager
As the HR manager of ‘XYZ Organic Foods’ aims to increase the efficacy and efficiency of its employees and organisation, then use of predictive HR analytics is the right tool to make better decisions, based on data related to different aspects of employees (Kuriakose 2021:35). The use of predictive analytics will help to improve the efficacy of the HR activities and improve the perceived image of the company. To be specific, use of the predictive HR analytics will help in four key functions (suitable for this case): employee acquisition, employee retention, employee engagement and employee well-being (Ruohonen 2015:1). Furthermore, by adopting predictive HR analytics will help the HR manager to align HR initiatives with business strategy (Madhavi Lakshmi and Siva Pratap 2016). This will also ensure data-driven decision-making that will improve overall organizational decision-making (Tuli et al. 2018). Also, it will help the manager to conduct better workforce planning and adopt suitable recruitment and retention techniques, matching the market norms.
Moreover, this will help in identifying and managing critical talent (high performers, high potential and pivotal workers). Also, this will facilitate in managing an under-performing or demotivated workforce (Reddy and Lakshmikeerthi 2017:30). Additionally, this adoption will facilitate the manager in predicting motivating and demotivating factors, behaviour and preferences of the employees, Based on which, HR policies and strategies can be modified to improve employee satisfaction and retention rate(Reddy and Lakshmikeerthi 2017:30; Ravesangar and Narayanan 2024:1).
