Description:FORM 2
THE PATENTS ACT, 1970 (39 of 1970)
&
THE PATENT RULES, 2003
Complete Specification
(See section 10 and rule 13)
1. Title of the Invention HUMAN RESOURCES MANAGEMENT THROUGH HR ANALYTICS AND ARTIFICIAL INTELLIGENCE
2. Applicants
Name Nationality Address
Dr. Seema Bhakuni
Indian Assistant professor, Faculty of Management, Doon Group of Institutions, Shyampur Rishikesh, Uttarakhand, India – 249204.

Himanshi Mittal Indian Assistant Professor, Department of Management and Commerce, Hi-tech Institute of Engineering and Technology, Ghaziabad, India - 201015

Dr. Padmini S
Indian Associate professor, Department of Commerce, Aurora's Degree and PG College, Chikkadpally, Hyderabad, Telangana, India - 500059

Dr. Balaji Gurunath Kamble
Indian Assistant Professor & IQAC Coordinator, Dayanand College of Commerce, Latur, Maharashtra, India – 413512.

3. Preamble to the Description :
The following specification particularly describes the invention and the manner in which it is to be performed.

4. DESCRIPTION

FIELD OF THE INVENTION
The present invention relates to human resource management and more particularly this invention, HR Analytics can help HR professionals understand business capacities and develop plans to optimize ability speculations while monitoring and improving HR functions like talent acquisition, employee engagement, performance management, compensation, and benefits, and others.

BACKGROUND OF THE INVENTION
With several signs of progress in technology, innovation as well as cloud computing, there are presently various information sources accessible to direct navigation and drive the accomplishment of success of different organizations. Gathering the right sort of information generally lies on the bucket list of HR departments to have solid scientific abilities. High-performing HR groups realize that they can use information as a method to create options by distinguishing certain related metrics or information that conveys a specific idea for creating strategies (Schuler, 2015). These strategies are then used for organizational growth and progress. HR should guarantee that the specific metrics and measures are utilized by the organizations to accomplish vital goals. HR Analytics also known as people analytics is the method involved in gathering and deciphering information related to the employees for further developing the performance of individuals and teams within the firm.

SUMMARY OF THE INVENTION
The invention concludes that there are number of Benefits and challenges of Transforming Human Resource Management with HR Analytics like Lack of interest and support from the business and management, Lack of interest and support from the business and management, Lack of training skill development program to handle HR Analytics, HR Analytics gathers and deciphers employee related information and help them to perform better and HR Analytics carry out complex tasks and help to prepare future strategies. It is also found that there is a significant impact of Transforming Human Resource Management with HR Analytics on an organization. It has been made clear with the facts presented in the study that HR Analytics can give a comprehension of business capacities and assist the HR experts with creating plans that optimizeability speculations while actually observing and making improvements in different functions of HR such as talent acquisition, employee engagement, performance management, compensation and benefits and several others. HR assumes a significant part in business results, and using information gives a critical benefit as far as business decision making is concerned. Organizations are forming groups who are experts in Analytics, quickly supplanting the traditional administrative frameworks, and making HR inclusive of analytical to make better-informed decisions and strategies. The Human Resource work is presently moving from an administrative function to a system of collaboration, implying that innovation is significantly impacting the manner in which HR connects with the representatives as well as the partners.

BRIEF DESCRIPTION OF THE DRAWINGS

Fig.1 Benefits and Challenges of Transforming Human Resource Management with HR Analytics
Table 1. depicts the Demographic Details.
Table 2. depicts the Benefits and challenges of Transforming Human Resource Management with HR Analytics.

BRIEF DESCRIPTION OF THE INVENTION
HRM is a relatively new concept and organizations have started accepting the responsibility of the HR department in synchronization with the organizational objectives. It is one of the most pertinent functions of any organization concerning the strategic objectives of competitive advantage as well as the sustainability of the firm. earlier it was a personal management department which was formed to raise the productivity level After World War One. from that time onwards human resource management has transformed into making organizations a better place to work for the employees (Malik, 2019). The world outside is dynamic and businesses have to compete against each other in the cutthroat market which requires them to be ready with their aces so that they can strive and thrive in the business environment. Any organization must have its competitive advantage intact in such a challenging competition. many changes have occurred over time and these changes required developed workforces who are efficient in their work. human resource management is one such department that can find the right talent and make it adapt to the company culture and give the best to produce exceptional results. Human resource is a function which manages the employees working in the organization and this definition has been based on normative perspectives. Some scholars define human resource management as an activity which entails building relationships between employer and employee for achieving goals both individual and organizational. the human resource managers are equipped with skills for formulating policies related to the organization and monitoring whether the policies are being practised by the employees or not. Starting from a normative perspective, there are other two approaches namely, descriptive as well as conceptual. these perspectives are contrasting with each other because descriptive are those which are based on facts while conceptual approaches are related to facts however, decisions are taken based on their conceptual perspective. the role of human resources from the historical perspective now takes into account several matrices as well as conceptual decision making.

The strategies made by human resource manager plays a strong role in carrying out the objectives of an organization. However, these strategies can be substantially related to HR Analytics that help managers make even better decisions in difficult situations. Businesses all around the world are focusing now on practices which are based on facts and shreds of evidence. these practices help managers to facilitate better decisions with the help of data which is available to them so that the strategies built thereafter can be used for organizational success and can help the stakeholders as well. Many scholars have given their views regarding evidence-based management practices and these thoughts have been incorporated into practical businesses which have seen tremendous growth over the years. The human resource function of any organization is focused on investing in talent to show that organizations can build their potential to stand in the competition. Human resource analytics is one such aspect which has leveraged data to make better decisions for the organization. this is beneficial for the firms because it gives practical and evidence-based strategic decisions which add more value and make the process sustainable. Analytics is also termed data manipulation which is done scientifically that means identifying potential reasoning to build strategies for any enterprise. Business analytics is also a form of data manipulation that helps to make wiser decisions for the business. in any kind of data manipulation, it requires proper application of statistics as well as mathematics. In many management programs as well business analytics has gained much importance because the corporate world is working well with the help of data and scientific data management. Business analytics is used not only in making financial or marketing decisions but has made its space in the human resource domain as well. Human resource functions have a direct relation with organizational sustainability as well as a strategy which is the reason why business analytics in human resources has become much more important in today's world. In this paper, the facts related to HR analytics and its role in developing the HR function are covered.

Human Resource Analytics is the amount of information that upholds data pertaining to HR and related decision making. With the assistance of HR analytics or people analytics, one might not have to depend on intermittent perceptions or any other form of observation to work on the viability of HR practices. All things considered, one can gauge and report individual information to assist with a better evaluation of the workforce present. One can likewise utilize HR information investigation to recognize patterns and use them to make decisions for improvement in the processes related to compensation or pay of the employees, career advancements, performance reviews and so on. HR Analytics may be useful to the organization in the event that there are devices to comprehend and utilize the information which is available. Besides, having new innovation doesn't ensure that managers would have the option to draw pertinent and useful data from the HR-related information in the company. A survey done by the firm “Deloitte” discovered that from a bunch of HR and IT employees who had participated in the survey, 74 per cent of them felt technology such as AI, Cloud-based data, ML and so on are helpful. However, of the lot,only 26% of them used technology as well as analytics to do their jobs. In order to make HR data really useful and get the most worth from it, it is fundamental to consider the numerous ways HR analytics can assist the managers in dealing with the employees on an everyday basis . A team of analytics personnel is not required for solving complex management problems but simple efforts in learning new HR analytics skills might go a long way for the managers. In different functions of human resource management such as recruitment or talent selection, HR analytics can be used for attracting candidates for applying and hiring them. many tasks entered in the recruitment process can be automated and the data which is collected by the system can be used for better analysis of candidates applying, employees joining and leaving the organization. The attrition rate can be evaluated using HR analytics and appropriate decisions can be taken based on the reasons which lead to attrition within the organization. Another human resource function is compensation and benefits HR analytics can be used to create metrics and compare the pay packages with the peer companies in order to understand the industry standards. A better comparison will allow managers to retain talented employees who are an asset to the company.

Rewards and recognition play an important role in motivating the employees and helping them achieve a good level of job satisfaction so that they can feel responsible and accountable for the jobs that they are doing. in many cases when employees are not motivated enough their performance level drop down and affects the organization badly. it is essential that employees are motivated to a certain level in the organizations so that they can carry out their responsibilities with utmost efficiency. The employees would be able to feel motivated only when their work is appreciated after they've put in lots of effort in accomplishing the targets or putting up their best behaviour in the workplace. However, it becomes difficult for the human resource manager at times to find out what kind of rewards could be given to the employees and at which particular instance. HR analytics can also be advantageous for managers in these cases where with the help of pre-existing data recommendations can be made as to what rewards an employee must get and when should they receive the same. The rewards can be given after the employees have reached a certain level of efficiency in their performances. Thus, human resource analytics could be useful in leveraging human resource data to evaluate the performances of individuals and their commitment levels and suggest mechanisms which would be helpful in improving the performances. The human resource functions within an organization are interlinked to each other because if the performance often an individual is identified it will lead to finding out the areas of improvement as well. When the skill gaps are identified specific training could be given to those employees for improving their skills and learning new ones in the process. learning and development is another human resource function which makes employees capable of learning, unlearning and relearning new concepts skills and competencies in order to ace the competitive world.

Organizations are striving hard to gain a competitive advantage for attracting talent as well as customers and clients. a sustainable organization which practices ethical and moral activities gives an upper hand for them to get a reputation for themselves in the market. in the year 2021 HR policy association did a study to determine certain facts about diversity and inclusion. the result of the survey found that in the present scenario HR executives are trying hard to maintain a level of diversity and inclusion within their forms because they believe a more diverse group can be beneficial in solving complex problems as they have different perspectives of the same situation. algorithms fitted in the human resource analytical tools can develop a matrix which can take into consideration diversity while recruiting new employees as well as determining pay equity among employees of the same level. In doing so human resource personnel can ascertain that they're not only promoting diversity and inclusion but also achieving compliances with the law. HR used to be a cost centre however with the new interventions of technology and HR data analytics they have turned into a function which not only saves cost for the company but also takes into consideration the employee needs. For instance, HR analytics can be leveraged to create reports and identify the most important benefits which keep the employees motivated and are in demand. Similarly, HR analytics can also be incorporated into the system to calculate the exact amount of money spent in giving benefits to the employees and find areas where cost-cutting can be done for improving and creating offers or benefits which would not only be competitive but comprehensive in nature. The dynamic technological environment which brings about transformations in the organizations required personnel to be well equipped with the new technology. The enterprises in the modern scenario have realised the importance of reskilling and upskilling the employees therefore they are investing hugely in the training and development needs of the employees. It is pertinent for the companies to provide platforms for individuals to gain more knowledge and opportunities in their career paths. this not only benefits the individuals at a personal level but helps an organization to maintain a talented skilled as well as a capable personnel pool. human resource analytics has gone a long way in supporting the human resource managers in training and development functions by enabling them to track the training hours, provide recommendations based on the available information and create initiators where employees can be trained by innovative methods.
Employee engagement has become a buzzword in the human resource domain and many surgeries by different scholars and corporate personnel have identified its importance in driving motivation and job satisfaction levels in the organization. human resource analytics has contributed to employee engagement in several ways one of the most common tasks which have been made easy by HR analytics is to measure and compare the engagement levels across functions departments locations as well as industries. this evaluation has indicated the fact that low engagement levels have brought about more turnover absenteeism and attrition in the enterprises. Therefore,by tracking these metrics human resource managers can take into account the reasons for attrition and work on them to create better policies benefits higher compensation building better engagement levels and other such initiatives which keep the workforce motivated and satisfied in their jobs. different engagement initiatives can also be incorporated into the workplace to give the employees a break from their mundane work and help them identify their own potential hobbies and talents apart from their usual work. to make better use of the HR analytics tools feedback are of extreme importance. feedback from different stakeholders can be taken in order to improvise the existing system and bring in new interventions whenever necessary.
Sample of 197 respondents from HR team of different organizations were surveyed to know the benefits, challenges and impact of Transforming Human Resource Management with HR Analytics. The present study is quantitative in nature in which the primary data is collected through random sampling method. Mean and t-test are the statistical tools applied to analyse the data and reach to end results.
Table 1 is showing demographic details of the respondents in which it is found that in total 197 respondents 60.4% are male and 39.6% are female. Among them 35.0% are from the age group of 32-36 yrs, 36.1% belongs to age group 36-42 yrs and rest 28.9% are above 42 yrs of age. 24.9% of the respondents are working in recruitment department, 30.5% in Training and development, 29.4% in Administration and Management and rest 15.2% are working in other HR departments. 25.4% of the respondents are HR Directors, 32.0% are HR managers, 27.9% are Recruiters and rest 14.7% of the respondents are working with different designation in HR department.
Table 2 is showing Benefits and challenges of Transforming Human Resource Management with HR Analytics in which it is observed that the respondent says that the challenge faced on Human Resource Management transformation with HR Analytics is Lack of interest and support from the business and management with mean value 4.01, Lack of training skill development program to handle HR Analytics with mean value 4.00. Lack of statistical skills and analytical skills in HR team with mean value 3.90 and Lack of tools to handle multiple data sources and make statistical predictive analytics with mean value 3.81. The respondent also says that HR Analytics gathers and deciphers employee related information and help them to perform better with mean value 3.77 and HR Analytics carry out complex tasks and help to prepare future strategies with mean value 3.63. HR Analytics gives information that helps to understand of the thing that is functioning in its full capacity and what is not with mean value 3.37 and HR Analytics that help managers make better decisions in difficult situations with mean value 3.29. It is also found that there is Lack of communication between the clients and the HR system of measurement and analytics team with mean value 3.29 but at the same time HR Analytics finds and help to fill the gaps in performance of individuals and teams through AI or other related technologies with mean value 3.23. Further t-test was applied to know the significance of the statements and found that the value under significance column for all the statements is below 0.05 except for the statement Lack of interest and support from the business and management where the value in significant column is 0.442.
 

, Claims:
We Claim:
1. HR Analytics also known as people analytics is the method involved in gathering and deciphering information related to the employees for further developing the performance of individuals and teams within the firm. The cycle can likewise be alluded to as talent or workforce analytics.
2. HRM is a relatively new concept and organizations have started accepting the responsibility of the HR department in synchronization with the organizational objectives.
3. The strategies made by human resource manager plays a strong role in carrying out the objectives of an organization. However, these strategies can be substantially related to HR Analytics that help managers make even better decisions in difficult situations.
4. Human Resource Analytics is the amount of information that upholds data pertaining to HR and related decision making. With the assistance of HR analytics or people analytics, one might not have to depend on intermittent perceptions or any other form of observation to work on the viability of HR practices.
5. HR used to be a cost centre however with the new interventions of technology and HR data analytics they have turned into a function which not only saves cost for the company but also takes into consideration the employee needs.
6. The enterprises in the modern scenario have realised the importance of reskilling and upskilling the employees therefore they are investing hugely in the training and development needs of the employees.
7. The Human Resource work is presently moving from an administrative function to a system of collaboration, implying that innovation is significantly impacting the manner in which HR connects with the representatives as well as the partners.

Dated this 13th April 2023.

Senthil Kumar B
Agent for the applicant
IN/PA-1549