Application of talent analytics for the formation of leadership potential in corporations

Abstract

In the context of the digital transformation of the corporate environment, the application of analytical tools for strategic human capital management is becoming increasingly relevant. The development of employees' leadership potential is recognized as a key factor in ensuring the long-term competitiveness of organizations. This study substantiates the necessity of a systematic approach to identifying, assessing, and developing future leaders through talent analytics. The work aims to analyze the practices of using talent analytics in the corporate sector to enhance the effectiveness of leadership development programs. Methods. A comprehensive set of methods was employed in the research, including content analysis of corporate reports, comparative analysis of HR strategies, and elements of predictive modeling. The results indicate that implementing talent analytics improves the objectivity of managerial decision-making, reduces risks in appointing leadership positions, and ensures targeted preparation of future leaders. It is demonstrated that the effective use of analytical data combined with personalized learning trajectories contributes to forming a stable managerial talent pool. The study also outlines barriers to adopting analytics in talent management systems, particularly those related to personal data processing ethics and the low analytical culture level in some organizations. Conclusions.Recommendations for improving the effectiveness of talent analytics applications are summarized, including integrating HR analytics into strategic planning, developing analytical competencies in human resource management, and implementing continuous monitoring of leadership development program outcomes. The obtained results can be utilized in corporate management practices to build resilient and adaptive leadership teams.