PREDICTIVE HR ANALYTICS AND TALENT MANAGEMENT OUTCOMES IN THE HOSPITALITY INDUSTRY IN IKEJA, LAGOS STATE

This study examined the relationship between predictive analytics and talent management outcomes in hotels in Ikeja, Lagos State. Specifically, it investigated how Data Infrastructure Capability influences Workforce Planning, how Predictive Modelling Capability affects Employee Retention, how Analytics-Based Decision-Support Capability relates to Organisational Performance, and how these capabilities collectively contribute to Talent Management Outcomes. The study was anchored on Sociotechnical Systems Theory and the Resource-Based View and adopted a convergent mixed-methods research design. The population comprised 620 management and supervisory personnel drawn from selected hotels in Ikeja, Lagos State. A sample of 250 respondents participated in the survey, while 20 key informants were selected for interviews. Data were collected through a structured questionnaire and a semi-structured interview guide. Quantitative data were analysed using descriptive statistics and multiple regression analysis, while qualitative data were analysed using thematic analysis. The findings showed that Data Infrastructure Capability was significantly associated with Workforce Planning (β = 0.412, p < 0.001), Predictive Modelling Capability was significantly associated with Employee Retention (β = 0.446, p < 0.001), and Analytics-Based Decision-Support Capability was significantly associated with Organisational Performance (β = 0.474, p < 0.001). The combined model indicated that the three predictive analytics capabilities explained 46.1% of the variation in Talent Management Outcomes (R² = 0.461, p < 0.001). The interview findings further showed that data quality, analytical skills, system integration, and management support influenced the extent to which predictive analytics was applied in workforce management. The study concluded that predictive analytics capabilities can support talent management outcomes when they are backed by reliable data, competent personnel, and effective organisational processes. It therefore recommended that hotels strengthen workforce data management, build analytical capability, increase the use of analytics-based decision support systems, and adopt a more integrated approach to workforce analytics.