The use of predictive analytics in the Human Resource Management is the recent development. The HR team is taking advantage of the loads of data to keep a check on the employees. Predictive Analytics is changing the relationship between employee and enterprise. Predictive models can easily predict the upcoming trends. The performance of the employees can be judged in an unbiased way rather than gut feelings. The models identify meaningful insights by collecting data from the various platforms. The kind of posts that individuals have on the social networking platforms, LinkedIn profiles all lead to predictions. HR teams use these insights to decide the promotions, pay scale etc. This also acts as a disadvantage to the privacy of workers. Soon there will be a need to redefine the worker privacy laws which will take care of these new technologies. Read more about this in the article written by Rodd Wagner (A best- selling author) at: http://www.stevenspointjournal.com/story/opinion/columnists/2016/01/22/predictive-analytics-transforms-workplace/79116764/

A company’s success depends largely on its staff. So, hiring the best talent and motivating them is a challenge being faced by the HR professionals. A data-driven HR department can make use of analytics to accomplish several tasks like identifying the factors that influence performance of employees, retention rates and using statistics to understand how salary is related to performance. When compared to other departments in an organization, the HR department lags behind when it comes to using analytics due to lack of analytical skills required to convert data into insights. With the advent of cloud technology analytics solution can be generated at a fester rate. Several cloud based companies are now providing in-built analytics solution in their software. Read more at: https://channels.theinnovationenterprise.com/articles/hr-analytics-in-2015

Change management is a systematic approach while dealing with change, both from the perspective of an organization and on an individual level. For successful change management an organization needs the satisfaction of employees. According to Jeffrey Liker (President, Liker Lead Advisors), most of the organizations are looking for lean transformation and they are facing problem while transforming as they focus in reasoning process. Read more at: http://www.industryweek.com/change-management/change-management-and-lean-transformation

According to Andre Lavoie, small business has to perform various tasks like accounting, marketing, the managing workforce, recruiting, operations, etc. Small businesses don’t have a separate HR department, so they ignore many HR tasks like making job analysis before recruiting, employee handbook, etc.  In a 2013 Career Builder Survey, it was found that the wrong hiring cost is more than $50,000. In a small business, due to less attractive job description they can't afford to hire the right candidate for their company. To help small business, the Internal Revenue Service (IRS) also has guidelines to differentiate between employee and contractors.

Read more at: http://www.entrepreneur.com/article/245008