HR-analytics for performance management in the public sector

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Надежда Михайловна Сладкова^а
Ольга Александровна Воскресенская^а

^аВсероссийский научно-исследовательский институт труда Министерства труда и социальной защиты Российской Федерации

Юрий Леонидович Горковенко^b

^bООО «РТ-Инвест Транспортные Системы»

DOI: 10.22394/2070-8378-2023-25-1-64-7

Abstract:
The article addresses current issues in forming and applying HR analytics while focusing on HR data. At the present stage, the effective management of the organization is closely related to the growing interest in the instruments to ensure effective and high-quality analytics for managerial decision-making. The authors propose a set of standard indicators of public service personnel processes to ensure a comparison of the results of personnel work of different public authorities, the objectivity of the monitoring results, and the evaluation for the maturity of personnel processes. This list and the indicators’ normative values will ensure the unity of approaches in conducting personnel audits in the state civil (municipal) service and may be placed in the Unified Information System for Personnel Management of the State Civil Service of the Russian Federation and monitoring the level of maturity and quality of personnel processes.

Keywords:
HR analytics, civil service, performance indicators, leading indicators, HR process indicators, data management, HR processes

Received:
November 18, 2022

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