In this topic, I discovered how HR analytics may aid HRD and how HRD analytics affects a company's bottom line.

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HR Analytics, as I learned in the previous chapter, is a method of gathering and analysing HR data with the goal of improving employee and organisational performance. But, how does this procedure lead to human resources? First, HR decisions are no longer relied on gut reactions since advanced statistical analysis may be used to anticipate the future of the workplace. Most businesses are moving away from operational HR and toward data-driven HR. HR teams often acquire data from a variety of sources, including pay and promotion histories, demographic data, attendance records, employee work histories, and so on. After gathering data, HR teams will transform it into a complex data model, algorithms, and tools in order to acquire actionable knowledge that can be utilised to make decisions regarding recruiting, performance management, and learning development. In brief, analytics assists HR in making smarter decisions in order to provide a better working environment and enhance employee productivity, hence increasing ROI. However, because preserving data privacy is the most important component of deploying Analytics, the business must choose the finest HR technology to keep track of data and select the finest specialist to handle the data. According to my understanding, HR analytics can assist HRD in making better data-driven decisions. HR analytics allows HR professionals to make data-driven decisions to attract, manage, and retain personnel, resulting in increased ROI. It may also be used to assess the efficacy of HRD initiatives. HRD interventions are programmes that are strategically directed to organisational processes for managing human resource development in order to contribute to the organization's overall performance. The intervention aids in the direction of present and future job needs, ensuring that valuable resources are used efficiently and effectively. Next, HRD Analytics shapes the business by concentrating on three types of analysis: descriptive, predictive, and prescriptive. Descriptive analysis refers to "what has occurred," predictive analysis refers to "what will occur in the future based on existing trends and patterns," and prescriptive analysis refers to "what should a firm do." As a result, HRD analytics is beneficial to businesses since it allows them to assess the financial impact of people policies and HR to forecast the future workplace.

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Example; We met Doctor, what does doctor relates to the analysis;

Descriptive: Doctor describe your sickness, asking what, when and how is the sickness occurred?

Predictive: Doctor predicts what caused the problem and by what happen if you are slow in taking action.

Prescriptive: Doctor gives medicine to slow down or to cure the sickness.