An Evaluation of the Role of HR Analytics in Improving Organizational Performance: A Study of First Bank in Taraba State
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- NGN 5000
Background of the Study
Human resource (HR) analytics involves the use of data-driven techniques to analyze employee data and inform HR decision-making. It provides valuable insights into employee behavior, performance, and potential issues that might affect organizational success (Umar & Tukur, 2024). In recent years, HR analytics has become an essential tool for improving organizational performance, as it enables organizations to align their human resource management practices with business objectives. First Bank, one of Nigeria’s oldest and largest financial institutions, has been increasingly utilizing HR analytics to enhance employee performance and drive business outcomes in Taraba State.
HR analytics at First Bank involves gathering data related to recruitment, training, employee performance, turnover rates, and employee satisfaction. The insights gained from this data help the bank make informed decisions about workforce planning, talent management, and employee development (Alhassan & Usman, 2023). By using data to predict trends and identify potential issues before they arise, First Bank aims to improve operational efficiency, reduce turnover, and increase employee satisfaction. However, despite its increasing use, the impact of HR analytics on organizational performance, particularly in Taraba State, remains underexplored.
This study will evaluate the role of HR analytics in improving organizational performance at First Bank in Taraba State, focusing on how the analysis of employee data can drive better decision-making, enhance productivity, and foster a more effective workforce.
Statement of the Problem
First Bank has invested in HR analytics to optimize human resource management, but the actual impact of these data-driven decisions on organizational performance remains unclear. There is a need to evaluate whether HR analytics is effectively improving the bank’s operations, employee performance, and overall business outcomes in Taraba State. The lack of empirical evidence regarding the success of HR analytics implementation presents a challenge in assessing its true value and optimizing its application to improve organizational performance. This study will address these gaps by examining the influence of HR analytics on various performance metrics within the bank.
Objectives of the Study
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To evaluate the role of HR analytics in improving organizational performance at First Bank in Taraba State.
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To assess the impact of HR analytics on employee productivity and operational efficiency at First Bank.
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To recommend strategies for enhancing the use of HR analytics to drive better organizational performance at First Bank.
Research Questions
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How does HR analytics contribute to improving organizational performance at First Bank in Taraba State?
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What impact does HR analytics have on employee productivity and efficiency at First Bank in Taraba State?
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How can HR analytics be optimized to improve overall business outcomes at First Bank in Taraba State?
Research Hypotheses
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The use of HR analytics has a significant positive impact on organizational performance at First Bank in Taraba State.
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HR analytics improves employee productivity and operational efficiency at First Bank in Taraba State.
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The implementation of HR analytics strategies enhances decision-making processes and business outcomes at First Bank in Taraba State.
Scope and Limitations of the Study
The study will focus on First Bank employees in Taraba State, specifically analyzing the impact of HR analytics on organizational performance. Limitations include the potential unavailability of detailed internal data on HR analytics processes and the challenge of quantifying the full impact of HR analytics on business outcomes.
Definitions of Terms
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HR Analytics: The use of data and analytical methods to assess, measure, and improve human resource management practices in an organization.
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Organizational Performance: The ability of an organization to achieve its objectives, measured by factors such as profitability, productivity, employee satisfaction, and efficiency.
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Employee Productivity: The output produced by an employee, typically measured in terms of efficiency, quality of work, and the achievement of performance targets.
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