The Impact of HR Analytics on Strategic Workforce Decision-Making

The integration of analytics into human resource management has fundamentally transformed how organizations approach workforce planning, talent management, and strategic decision-making.This empirical study investigates the impact of HR analytics on strategic workforce decision-making through five key dimensions: data infrastructure and technological capabilities, HR analytics competency and skills, evidencebased decision-making practices, organizational analytics culture and leadership support, and quality of workforce insights and metrics.Employing a quantitative, descriptive-analytical research design, primary data was collected through a structured questionnaire administered to 250 HR professionals and organizational decision-makers selected using stratified random sampling.Responses were measured on a 5-point Likert scale, and the instrument demonstrated high reliability with Cronbach's alpha coefficients exceeding 0.75 for all dimensions.Data analysis was conducted using SPSS, applying both descriptive and inferential statistical methods including regression analysis, correlation analysis, and effect size calculations.The findings reveal that all five dimensions of HR analytics significantly impact strategic workforce decisionmaking at the 5% significance level.Evidence-based decision-making practices emerged as the strongest predictor (β = 0.523), followed by HR analytics competency and skills (β = 0.487), quality of workforce insights and metrics (β = 0.446), data infrastructure and technological capabilities (β = 0.419), and organizational analytics culture and leadership support (β = 0.392).All effect sizes were large according to Cohen's f² criteria, indicating substantial practical significance.Consequently, all null hypotheses were rejected in favor of the alternative hypotheses, confirming the significant positive relationship between HR analytics dimensions and strategic workforce decision-making effectiveness.This research concludes that successful implementation of HR analytics requires a holistic approach encompassing robust data infrastructure, skilled analytics professionals, systematic evidence-based practices, supportive organizational culture, and high-quality workforce metrics.The findings provide valuable insights for HR leaders, organizational executives, and policymakers seeking to enhance strategic workforce planning and decision-making through data-driven approaches.The study contributes to both theoretical understanding and practical application of HR analytics in contemporary organizational contexts.