Abstract
HR analytics has revolutionized the landscape of human resource management (HRM) across various industries. While multinational corporations have widely adopted HR analytics to inform their decision-making processes, the responses of Indian companies have been mixed. This study examines whether the implementation of HR analytics in Indian organizations follows the principles of planned organizational change. The research utilizes conceptual frameworks, such as Lewin's Change Management Model (Lewin, 1947) and Kotter's Eight-Step Process for Leading Change (Kotter, 1996), as its theoretical foundation., to assess readiness and the change process for HR analytics adoption. By conducting a methodological review of the current literature, empirical findings and case studies this study sheds light on the extent to which HR analytics adoption represents a structured and strategic transformation initiative within Indian businesses. This research provides valuable guidance for policymakers and practitioners seeking to enhance their adaptability and thrive in the rapidly changing business landscape of the present day.