PERSONNEL AUDIT AND HR ANALYTICS AS TOOLS FOR EFFECTIVE HUMAN RESOURCE MANAGEMENT IN AN ORGANIZATION

Abstract

ABSTRACT
Introduction. The article examines the features and relationship between personnel audit and HR
analytics as key tools for effective human resource management in modern organizations. The need to
integrate these tools to increase the effectiveness of personnel management and the adaptability of
organizations to the challenges of a dynamic business environment is substantiated. The relevance of
combining personnel audit and HR analytics is highlighted in order to form a sustainable, flexible and
effective personnel management system capable of responding promptly to changes in the internal and
external environment.
Main content. The article defines the essence of personnel audit, its main stages, tasks and
methods aimed at assessing the effectiveness of the personnel management system, identifying problem
areas and developing recommendations for their elimination. HR analytics is analyzed in detail as an
innovative tool based on the analysis of personnel data for making informed management decisions,
forecasting personnel processes and developing human capital development strategies. A comparative
analysis of personnel audit and HR analytics was conducted, outlining their common features,
differences, and opportunities for effective combination.
Particular attention is paid to the practical significance of integrating personnel audit and HR
analytics. It is proven that the use of these tools in combination allows organizations not only to carry out
an objective assessment of the state of the personnel management system, but also to form forecasts that
contribute to the adoption of strategically balanced decisions. The integration of audit and HR analytics
helps to identify factors that affect the level of motivation, staff turnover, employee satisfaction, and also
helps to develop effective measures to optimize personnel policy and increase labor productivity.
It is noted that the combination of these approaches allows to ensure a high level of transparency
of personnel management processes, reduce risks associated with shortcomings in personnel policy, and
increase the adaptability of organizations to new operating conditions. The scientific novelty of the study
lies in the integrated approach to the analysis of the role of personnel audit and HR analytics as  complementary tools of strategic human resources management. The practical significance of the results
obtained lies in the possibility of their use for the development of an effective personnel strategy aimed at
ensuring the competitiveness of organizations and achieving their long-term goals.
Purpose. To substantiate the advantages of integrating personnel audit and HR analytics to create
an adaptive and effective human capital management system.
Keywords: personnel audit, HR analytics, personnel management, human capital, personnel
management.