Human Capital Talentum Analytics – a Focus Study on Schools of Business (Sobs) in Telangana & Karnataka
K. Bhanu Prakash1, A. Adisesha Reddy2, P. Siva Reddy3

1K. Bhanu Prakash, School of Management Studies, LBRCE (A), Mylavaram, Krishna (Andhra Pradesh), India.
2P. Siva Reddy, Professor & CFO, GIET (A), Rajamahendravaram, East Godavari (Andhra Pradesh), India.
Manuscript received on 12 May 2019 | Revised Manuscript received on 19 May 2019 | Manuscript Published on 23 May 2019 | PP: 1949-1952 | Volume-7 Issue-6S5 April 2019 | Retrieval Number: F13490476S519/2019©BEIESP
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Abstract: In the Digi-Era of Internet Of Things (IOT), Virtual and Viral Technologies, Artificial Intelligence (AI), the Analytics reshaped and redefined the Science of Workforce. By the Year 2025, 75 % of the Total Workforce will be Millennials, yet, large percentage of Millennials prefer Non-Profits, Small Business or Entrepreneurship. [6].An Intuit Global Study predicts that by 2020, the 40% of the Gig Economy will be the Contingent Workers. The Golden Age of Human Capital Management shifts from Employee Engagement to Employee Experience enroute Employee Turnover. [12]According to Bersin by Deloitte Research (2018), the Average Voluntary Turnover Rate is 13 % and it impairs the growth indices[8]Lack of analytic acumen or skills among HR Professionals (HBR)has caught fire recently with a welter of reports, books and commentary. In the light of the above, Human Capital Talentum Analytics (HCTA) emerged as one of the most predictive and a powerful tool that attracts, hires and retains talents resulting increased revenue, customer satisfaction or market share. (Tommy Cohe, CVO, InfoMart). Human Capital Talentum Analytics (HCTA) can be portrayed as an exact gathering, examination and comprehension of workforce data that is essential in recognizing, tapping, selecting and holding the best capacities in a stand-out manner. In the Era of Big Data, HCTA gives a blue print to Schools Of Business (SOBs) in Telangana (71) and Karnataka (115) to leverage ‘Talent Pool’ by the use of Data Analytics. The voluminous, velocity and variety of data is the basis for ‘Talentum Analytics’ and silos, skills, strategies offer solutions at every stage and entire process of ‘Talent Management Cycle (TMC)’. The examination is test and gives huge encounters on coordination of HR Practices into Talentum Analytics, growing dynamically reasonable and successful ‘Capacity Pipeline’ and offers suggestions to overhaul the execution and gainfulness of the affiliation other than diminishing time-to-utilize and extending nature of agreement and salary.
Keywords: AI, CVO, HCTA, IOT, SOBs, TMC.
Scope of the Article: Social Sciences