Abstract Employee retention has emerged as a significant strategic issue for firms owing to heightened labour mobility, evolving employee expectations, technology upheavals, and competitive market conditions. Elevated personnel turnover adversely impacts organisational productivity, operational continuity, employee morale, and long-term viability. In recent years, HR analytics and predictive modelling have become powerful tools that enable firms to anticipate employee departures, identify retention concerns, and implement evidence-based workforce management initiatives. Increasing sustainable staff retention in businesses is the focus of this study, which analyzes the impact that HR analytics and predictive modeling can have on employee retention. The purpose of this study is to investigate the influence that predictive workforce analytics, employee performance evaluations, engagement metrics, and data-informed HR initiatives have on employee retention, job satisfaction, organizational commitment, and workforce stability. The research was conducted using a quantitative technique, and it gathered primary data from individuals working in a variety of organizational functions by use of standardized questionnaires. Numerous statistical methods, including percentage analysis, estimates of mean and standard deviation, correlation analysis, and regression analysis, were utilized to examine the data that was gathered. The findings demonstrate that HR analytics is essential for worker retention by identifying employee unhappiness, turnover intents, absenteeism patterns, and engagement deficiencies early on. Predictive modelling aids firms in implementing proactive retention strategies, tailored employee development programs, and supportive workplace initiatives. The research reveals that firms employing HR analytics solutions exhibit enhanced employee engagement, lower turnover intention, and increased workforce sustainability. This research enhances the existing literature on HR analytics, predictive workforce management, and sustainable human resource practices, offering practical implications for firms seeking to improve employee retention and organisational stability through data-driven HR initiatives.
Maheswari et al. (Fri,) studied this question.