HR-аналітика як інструмент прогнозування розвитку особистісного потенціалу співробітників
HR Analytics as a Tool for Forecasting the Development of Employees' Personal Potential

Summary/Abstract: The article explores the essence of HR analytics as an interdisciplinary and strategic tool that integrates technological solutions, data analysis, and contemporary personnel assessment methods. It analyzes theoretical approaches that reveal the nature and role of HR analytics as an instrument for transforming employee data into valuable business insights, enhancing the transparency of HR processes, personalizing development, and shaping future-oriented HR policies. The study systematizes scientific perspectives on defining personal potential, clarifies their significance for organizational development, and identifies criteria for selecting the optimal model depending on business goals and specifics. Special attention is paid to the analysis of key HR analytics tools – such as 360-degree feedback, assessment centers, online surveys, HR dashboards, predictive analytics, and social network analysis – which facilitate the collection, processing, and interpretation of employee data to build individual development trajectories. The main indicators enabling the forecasting of employees’ personal potential are identified, including the level of soft skills, leadership potential, motivation, readiness for learning, achievement dynamics, and social integration. The article proposes an algorithm for implementing HR analytics in an enterprise, encompassing all stages: from setting objectives and data collection to interpreting results, developing personalized development programs, and monitoring effectiveness. It is substantiated that the application of this algorithm ensures objective evaluation, individualized employee development, timely risk identification, and optimization of training costs. The article emphasizes that HR analytics allows organizations not only to objectively assess and forecast the development of employees’ personal potential in the context of digital transformation, but also to design personalized development programs, promptly respond to risks, and enhance staff motivation and engagement – an aspect of particular importance for Ukrainian companies during wartime and postwar transformations.

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