Why data, not instinct, is driving the future of HR: Insights from Reliance General Insurance’s CHRO
The world of HR is undergoing a seismic shift and the role of technology and data analytics has never been more crucial. Traditional HR functions—once reliant on intuition and historical trends—are now being transformed by real-time insights, predictive analytics, and AI-powered decision-making. From hiring the right talent to ensuring long-term engagement and retention, organisations are leveraging data in ways that were unimaginable just a decade ago.
At the heart of this transformation is Reliance General Insurance, a company that has been at the forefront of HR innovation. By integrating advanced people analytics, AI-driven recruitment tools, and predictive workforce planning, the company is redefining how HR can drive business success. But how exactly is this shift happening? What challenges must be overcome? And what does the future hold for HR tech in a world increasingly shaped by automation and AI?
To answer these pressing questions, People Matters spoke with Akhilesh Guleria, Chief Human Resources Officer at Reliance General Insurance. In this exclusive conversation, he delves into how data-driven HR strategies are enhancing talent acquisition, improving employee well-being, and preparing organisations for the future of work. From the rise of AI-powered engagement tools to the role of predictive analytics in preventing attrition, Guleria shares invaluable insights into how HR leaders can harness technology to build a smarter, more resilient workforce.
Advancements in people analytics
Over the past few years, people analytics has progressed beyond traditional reporting to AI-driven insights that enhance every aspect of workforce management. Guleria highlights that predictive analytics is now being used to assess employee sentiment, forecast attrition, and optimise workforce planning.
“The most significant breakthroughs are real-time AI-powered dashboards that offer deeper insights and AI chatbots that provide mental health support. These chatbots deliver proactive well-being interventions, ensuring employees receive real-time assistance,” he explains.
Looking ahead, he foresees an even more advanced integration of AI in HR analytics. “Over the next five years, we expect AI-driven real-time skills mapping and hyper-personalised career development to become the norm. Chatbots and virtual coaches will play a bigger role in employee engagement, while HR analytics will shift from reactive to proactive strategies,” he says.
Transforming talent acquisition through HR tech and data analytics
Reliance General Insurance has been pioneering the use of HR tech and analytics in talent acquisition since 2018.Guleria explains how automation and real-time data insights have revolutionised hiring at the company.
“Our recruitment system is fully digital and automated, eliminating manual inefficiencies. Tasks such as interview scheduling and email communications are now automated, freeing up valuable HR bandwidth for strategic decision-making. A key enabler in this transformation is our Power BI-driven recruitment dashboard, which provides real-time insights into hiring metrics and bottlenecks.”
He further shares how the company’s data-backed approach fosters a more efficient hiring process. “We review our hiring data monthly, analysing challenges and implementing solutions based on data insights. Vertical heads and hiring managers also have real-time access to recruitment metrics, enabling more informed decision-making. This has led to a faster, more transparent, and highly optimised hiring process,” he adds.
Predictive analytics: Proactively addressing workforce challenges
Predictive analytics is redefining how HR addresses workforce challenges such as attrition, succession planning, and skill shortages. Guleria emphasises that data-driven insights allow organisations to take preemptive action rather than react to challenges after they occur.
“By analysing employee surveys, mental health indicators, and work patterns, we can detect early signs of disengagement and intervene before attrition happens. Machine learning models trained on exit interview data and historical trends help predict which employees are at risk of leaving and why, enabling HR teams to take targeted retention measures.”
Beyond attrition, predictive analytics also strengthens succession planning. “By comparing past performance with current potential, we identify future leaders and employees who need additional support to meet evolving business demands. Competency mapping allows us to bridge skill gaps effectively, ensuring employees receive the right training to remain future-ready,” he explains.
Enhancing engagement and retention for Gen Z and millennials
With Gen Z and millennials forming a significant part of the workforce, personalised employee experiences have become essential. Guleria highlights that HR analytics plays a crucial role in understanding and catering to the expectations of these workforce segments.
“Younger employees value purpose-driven work, career growth, flexibility, and recognition. HR analytics helps us design experiences that resonate with them. By studying workforce behaviour and career aspirations, we can personalise learning paths, well-being programmes, and leadership development opportunities.”
Real-time analytics also helps HR teams identify early signs of disengagement, allowing proactive interventions to retain top talent. “A data-driven approach ensures that employees feel valued, supported, and excited about their future, leading to higher engagement and retention rates,” he adds.
Overcoming challenges in HR tech adoption
Despite the benefits of HR tech, adoption challenges remain, including resistance to change and data security concerns.At Reliance General Insurance, Guleria and his team have implemented strategies to ensure smooth transitions when introducing new HR technologies.
“We proactively address resistance by offering extensive training, providing detailed manuals, and offering hands-on support. This ensures employees and HR teams are comfortable with new systems and processes.”
Security is another key concern. “We have strengthened our data protection measures by upgrading passwords from 8 to 14 characters, implementing Seclore protocols, and establishing IP-based restrictions to protect sensitive data. Our dashboards also use row-level security, ensuring that confidential information remains accessible only to relevant stakeholders.”
While automation has streamlined HR processes, Guleria emphasises the importance of maintaining a human touch in employee engagement. “Technology should complement personal interactions, not replace them. We ensure our HR tech solutions enhance, rather than diminish, meaningful connections within the organisation.”
Debunking common myths about HR analytics
There are several misconceptions surrounding HR analytics, and Guleria believes these must be addressed for wider adoption. “Many assume HR analytics is only about tracking employee performance. In reality, it’s a powerful tool for improving employee experience, predicting attrition, and fostering engagement.”
Another common myth is that HR analytics requires deep technical expertise. “Modern HR analytics solutions are intuitive and user-friendly. While some learning is required, it doesn’t demand extensive technical knowledge—just a willingness to invest time and effort,” he explains.
Lastly, some fear that data-driven decision-making might replace human judgment. Guleria reassures that analytics is meant to enhance, not replace, human intuition. “HR analytics provides valuable insights, but ultimately, human expertise and empathy remain at the core of all decisions.”
As Reliance General Insurance continues to expand its HR tech capabilities, the focus remains on leveraging AI and predictive analytics to drive smarter workforce strategies. “The future of HR is data-driven, and organisations that harness analytics effectively will build a more resilient, agile workforce,” Guleria concludes.