Discuss how predictive analysis is being used to help make human resource decisions. Additionally, address how, as a manager, you might use predictive analysis to create a strategic global competitiveness from a company’s human assets. Be sure to give specific company examples to support your discussion and position on the topic. Predictive Analysis

Predictive Analytics

A large amount of HR data is stored by HR departments and is usually managed using HR database systems (Houtzager, 2021). Applying predictive models to this data enables HR to move away from intuition and soft science and instead become a strategic partner in using tested and data-driven predictive models. Predictive analytics for HR enables HR to predict how HR policies will affect happiness, satisfaction and financial performance. An example of this is the role it can play in reducing costly employee turnover. The application of predictive people analytics can have some dramatic effects (Vulpen, 2019). HR has the potential to make millions of dollars for companies. Additionally, by using predictive analytics and related HR metrics, HR can help managers and executives make better judgments. These business cases (and other HR analytics case studies) demonstrate the potential of predictive people analytics and prove that predictive HR analytics is here to stay. They are the turning points that allow HR to predict and maximize the impact of HR rules on management and employees, in addition to assessing how employees work. continue…