The summary of the insights from the current literature indicates that HR analytics is a growing field which is still characterized by the general lack of empirical research. Especially noticeable is the shortage of studies conducted in the public sector context. Existing studies heavily employed strategic perspective on HR analytics, meaning that its successful implementation depends on the strategically relevant measures linked to the organizational strategy execution. The focus is moved from justifying the effectiveness of the HR function towards the impact of organizational workforce on the organizational success and competitive advantage. Moreover, HR analytics is conceptualized as an ongoing process, rather than a statistical toolkit. This opens up for the discussion of possibilities to apply the concept of HR analytics process in the public sector context.