Abstract This research provides a quantitative analysis of the relationship between the use of Human Resource (HR) analytics and employee satisfaction within the private banking sector of Pune, Maharashtra. In an industry characterized by high competition and high attrition, HR analytics (HRA) is used both as a tool for employee development and for performance monitoring. This study investigates this "bright side" versus "dark side" duality. The study adopted a quantitative, cross-sectional design, collecting primary data from 154 employees in private banks using a structured questionnaire. The instrument measured perceptions of "Developmental HRA" and "Monitoring-Based HRA, " alongside "Overall Employee Satisfaction. " Data was analyzed using descriptive statistics, reliability analysis (Cronbach's = 0. 895), Pearson Correlation, and Multiple Linear Regression. The findings confirm both hypotheses. A strong, significant positive relationship was found between Developmental HRA and employee satisfaction (= 0. 490, p <. 001). Conversely, a significant negative relationship was found between Monitoring-Based HRA and employee satisfaction (= -0. 155, p =. 013). The model explained 30. 5% (Adjusted R Square) of the variance in satisfaction. The study concludes that HRA is not monolithic; its impact is application-dependent. While HRA used for support strongly enhances satisfaction, HRA used for surveillance significantly erodes it, implying that private banks must prioritize developmental applications and transparency to retain talent.
Vishwas Iresh Swami (Sat,) studied this question.