The accelerated technological development has revolutionized the society and continues to impact and change the way organizations work. It puts pressure on organizations and its people to adapt to the fast-changing world and the increasing amount of digital innovations. Human Resource Analytics (HR analytics) is an area in the field of analytics that refers to applying analytic processes to the human resource department with a hope of improving human resource capability, living standards and socio economic development for competitive advantage. Digitalization demands HRM to evolve, as it requires new HR competencies, new employment forms and agile HR processes. HR analytics demonstrates the causal relationship between the activities exacted by an HR department and the business outcomes that result from this activity. Establishing a cause-and-effect relationship between what HR does and business outcomes - and then creating strategies to assist the business in attaining competitive advantage. HR has core functions that can be enhanced by applying processes in analytics. These are acquisition, optimization, paying and developing the workforce of the organization. HR analytics can help to dig problems and issues surrounding these requirements and using analytical workflow will guide the managers to answer questions and gain insights from information at hand, then make relevant decisions and take appropriate actions. With this background the researchers wish to through a light on to examine the employee perception on role of HR Analytics for competitive advantage. The survey was conducted among the 100 sample respondents in select manufacturing units in Vijayawada and the findings and suggestions are presented.   

KEY WORDS: HR Analytics, Digitalization, HR Competencies, Acquisition, Optimization, Strategy, Competitive Advantage,