The use of data analytics has impacted how leaders within a variety of organizations make decisions, including decisions regarding company culture and talent management. In order to better understand how data analytics are used to manage talent and influence human resource and business decisions, this study focused on exploring the benefits, challenges, training, and support needed to effectively and appropriately use data analytics within the organizational decision-making process. More specifically, this study explored human resource leaders' perceptions of the benefits, challenges, training, and support needed when using data-driven analytics in making talent management decisions. 20 participants were interviewed using four pre-determined, open-ended questions, which were then followed by any necessary follow-up questions. The researcher used the participant's responses to analyze trends associated with using data analytics to influence human resource decisions. By understanding human resource leaders' competency with using data analytics and recognizing the drawbacks that prevent or make it difficult to do so, human resource professionals and organizations can devise the most effective way to use data-driven numerical evidence to make the best informed decisions related to their employees. At this time, the use of qualitative data when making decisions that affect individuals can be problematic. Human resource practitioners who use data analytics require advanced training and understanding, as well as organizational support, before they can successfully use data analytics as a strategic tool to inform business decisions. Finally, the use of data analytics and quantitative data cannot fully replace anecdotal and qualitative evidence because some decisions cannot be made using only quantitative evidence, but it can be highly influential in identify both positive and negative insights and trends.
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