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Scrutinising the Seven Key Pillars of People Analytics and Their Linkage With the Competitive Advantage of Higher Education Institutions (HEIs)
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Author(s): Arushi Handa (Amity University, Noida, India), Rashmi Maini (Amity University, Noida, India)and Vinita Sharma (Amity University, Noida, India)
Copyright: 2026
Pages: 34
Source title:
AI, Analytics, and Assessment in Higher Education
Source Author(s)/Editor(s): Hany Zaky (Eastern International College, USA)
DOI: 10.4018/979-8-3373-7057-6.ch008
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Abstract
We are entering a new dawn where we are making considerable strides in realising value from People Analytics interventions. For over twenty years, researchers and professionals have been scrutinising the role of people analytics in accelerating the efficiency and effectiveness of human resource functions within an organisation. As a result, they advocate for people analytics as a driving force behind HR's strategic partnership. Despite the increasing recognition of People Analytics in driving data-driven decision-making within human resources, current academic literature largely overlooks a structured framework for understanding the role of people analytics and its linkage with the competitive advantage of higher education institutions (HEIs). Previous studies focus broadly on the generic benefits of analytics in HEIs without systematically examining its key functions. The role of the seven crucial pillars of people analytics still needs deeper insights in the context of HEIs. On digging deeper into the field of People Analytics in HEIs, we encounter a significant research gap that persists in our understanding of the key pillars of PA (Workforce Planning, Talent Sourcing, Talent Acquisition and Hiring, Onboarding & Engagement, Performance Management, Talent Retention and Employee Wellness) and their linkage with the competitive advantage of HEIs.
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