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Article
Publication date: 11 December 2018

Subhashini Durai D., Krishnaveni Rudhramoorthy and Shulagna Sarkar

The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of…

2117

Abstract

Purpose

The main objective in adopting the use of metrics and analytics is to use the expertise of HR professionals in human resource management regarding their understanding of the best way to recruit, select, train, design, motivate, develop, evaluate, and retain employees at an organization to help achieve its goals more effectively.

Design/methodology/approach

The first and foremost step to generate metrics and analytics strategies in an organization is identification of existing problems faced by them. Owing to the changing environment and global requirement, the labor measurement also changes. The main focus is on the problems faced by the organization and human resources in the working environment.

Findings

Through the use of human resources measures and workforce analytics, decision-makers will gain the ability to more effectively manage and improve human resources programs and processes. This in turn improves the effectiveness of the workforce and organizational performance.

Practical implications

Metrics and analytics is a better problem-solving measure in organizations, because in any situations, decisions are made after analyzing the tactical choices.

Social implications

The development of effective human resource metrics and workforce analytics is likely to be seen in the future as a very important source of competitive advantage.

Originality/value

The use of human resource metrics and workforce analytics improves organizational effectiveness and strategic decision-making of managers that positively impact the organization’s performance as a whole.

Details

Human Resource Management International Digest, vol. 27 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 22 December 2022

Meenal Arora, Anshika Prakash, Saurav Dixit, Amit Mittal and Swati Singh

This study aims to analyze the existing literature in human resource analytics and highlights the future research agenda and trends in the same context. It deals with…

Abstract

Purpose

This study aims to analyze the existing literature in human resource analytics and highlights the future research agenda and trends in the same context. It deals with evaluating regional distribution, identifying key authors, publications, journals and keyword occurrences while examining current literature.

Design/methodology/approach

A total of 127 articles exported from the Scopus database were systematically analyzed using bibliometric analysis through VOSviewer, including performance analysis and science mapping of the literature studied.

Findings

This research postulates the inconsistency between the number of publications and citations received by an author. There was an increase in collaborative research over the years. Human Resource Management Review was regarded as the most influential journal with maximum citation. Maximum publications came from Asian countries. The study revealed that the author with maximum citation were mostly the first authors of the most cited documents.

Practical implications

This research may be beneficial for both researchers and human resource (HR) practitioners because it identifies the research gaps and research needs in the HR analytics domain. Besides, this study recognizes the patterns in HR analytics literature that helps researchers better understand the subject area.

Originality/value

This research incorporates bibliometric analysis for analyzing HR analytics literature to establish a more exhaustive and systematic understanding of the research area. This research contributes to the existing body of literature and assists fellow researchers in future studies.

Details

Information Discovery and Delivery, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-6247

Keywords

Book part
Publication date: 10 February 2023

Shraddha Awasthi, Devesh Bathla and Sheetal Singh

Purpose: This study aims to review the existing literature on human resource management (HRM) as a major theme and sub-theme of human resource (HR) analytics. This chapter…

Abstract

Purpose: This study aims to review the existing literature on human resource management (HRM) as a major theme and sub-theme of human resource (HR) analytics. This chapter has the objective of analysing the trends in HR analytics.

Design/Methodology/Approach: It covered the publications between 2010 and 2021. There was a total of 500 articles sourced through ProQuest. The systematic literature review is applied as a research methodology. The metadata analysis was carried out to understand the trends, challenges, best practices, and scope of HR analytics. The authors have taken the help of keywords, journals, authors, domains, and topics for sourcing, screening, shortlisting, and finalising the article for review purposes.

Findings: It was found that research published in the early period concentrated on HRM’s theoretical and conceptual frameworks. In the middle phase, HR analytics gained momentum while the recent publications have reiterated on adopting various tools and technologies for optimum utilisation of resources and sustainable organisational development.

Practical Implications: This research will add to the literature in the HR analytics domain. It also provides a deeper insight to the researcher to explore and analyse more trends in the area that needs further exploration.

Originality: This study is relevant and comprehensive within the context of digitalisation, people analytics and competition management. It provides valuable insights to analyse the present scenario of the volatility, uncertainty, complexity, and ambiguity environment exploring new horizons for organisational efficiency and human capital.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part B
Type: Book
ISBN: 978-1-80455-662-7

Keywords

Book part
Publication date: 10 February 2023

Anjali Rai and Lata Bajpai Singh

Introduction: The rapid growth of high technology has urged many organisations to dynamically look for innovative ways, ideas, testing, and ingenious solution in improving…

Abstract

Introduction: The rapid growth of high technology has urged many organisations to dynamically look for innovative ways, ideas, testing, and ingenious solution in improving their current product, process, system, and technology. For contemporary business, artificial intelligence (AI)-based people analytics is an instrument currently employed to develop a better prosperous future.

Purpose: The study aims to investigate the usage of AI in human resource management (HRM) practices. It also examines the benefits and challenges of using AI in implementing people analytics in organisations.

Methodology: This chapter contains a systemic review of articles and papers on analytics. The presented qualitative study did a literature review based on the articles published in the last five years and extracted from the Scopus database.

Findings: This chapter indicated that AI-based people analytics is on the verge of changing various aspects of HRM practices better to furnish it for a vibrant, ever-changing workplace. It concludes different usage of AI in people analytics for better managing human resources (HR) at the workplace. Also explored the benefits and challenges of implementing AI in the people analytics domain.

Implications: This chapter will help understand ongoing practices of AI-enabled process benefits and challenges. This insight will help develop a better AI-enabled function for a better decision-making system. The future scope of the study is how to overcome the challenges.

Details

The Adoption and Effect of Artificial Intelligence on Human Resources Management, Part A
Type: Book
ISBN: 978-1-80382-027-9

Keywords

Book part
Publication date: 16 November 2020

Tobias Rex, Sudeshna Bhattacharya, Kanimozhi Narayanan and Pawan Budhwar

Human resource analytics (HRA) is a practice that is emerging within the human resources function. This chapter aims to provide an overview of the knowledge that currently…

Abstract

Human resource analytics (HRA) is a practice that is emerging within the human resources function. This chapter aims to provide an overview of the knowledge that currently exists about HRA and to identify facilitators and restraints of using HRA. Based on both emerging trends in the literature and in-depth interviews with key practitioners in the field, the authors deduce recommendations for organisations to effectively employ HRA. The analysis shows that HRA is ready to add value towards organisational effectiveness, although barriers exist in realising its potential for the same. Facilitators of HRA include the right set of competencies, with relationship building identified as especially important.

Details

Human & Technological Resource Management (HTRM): New Insights into Revolution 4.0
Type: Book
ISBN: 978-1-83867-224-9

Keywords

Article
Publication date: 2 February 2021

Yusra Qamar and Taab Ahmad Samad

This paper aims to identify the current research trends and set the future research agenda in the area of human resource (HR) analytics by an extensive review of the…

2850

Abstract

Purpose

This paper aims to identify the current research trends and set the future research agenda in the area of human resource (HR) analytics by an extensive review of the existing literature. The paper aims to capture state of the art and develop an exhaustive understanding of the theoretical foundations, concepts and recent developments in the area.

Design/methodology/approach

A portfolio of 125 articles collected from the Scopus database was systematically analyzed using a two-tier method. First, the evolution, current state of the literature and research clusters are identified using bibliometric techniques. Finally, using content analysis, the research clusters are studied to develop the future research agenda.

Findings

Based on the bibliometric analysis, network analysis and content analysis techniques, this study provides a comprehensive review of the existing literature. The study also highlights future research themes by identifying knowledge gaps based on content analysis of research clusters.

Research limitations/implications

The evolution and the current state of the HR analytics literature are presented. Some specific research questions are also provided to help future research.

Originality/value

This study enriches the literature of HR analytics by integrating bibliometric analysis and content analysis to develop a more systematic and exhaustive understanding of the research area. The findings of this study may assist fellow researchers in furthering their research in the identified research clusters.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 November 2020

Steven McCartney, Caroline Murphy and Jean Mccarthy

Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required…

3238

Abstract

Purpose

Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work.

Design/methodology/approach

Adopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts.

Findings

This study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication.

Practical implications

The research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment.

Originality/value

This study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts.

Details

Personnel Review, vol. 50 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 15 December 2021

Yeling Jiang and Mesut Akdere

The purpose of this paper is to examine the evolution of the concept of human resource analytics (HRA) and propose an operational framework demonstrating the sources…

Abstract

Purpose

The purpose of this paper is to examine the evolution of the concept of human resource analytics (HRA) and propose an operational framework demonstrating the sources generating data for HRA, as well as the impact of HRA on multiple levels in the organization.

Design/methodology/approach

A review of literature was conducted to present the existing body of knowledge and build upon for the development of an operational framework for successful implementation of HRA as a human resources (HR) process.

Findings

Building upon the existing literature, this paper presents an operational HRA framework, positioning HRA as an analytical process through integrating advanced statistical methodology. HRA presents a tool to obtain evidence-based analytical results for improving people-related performance, operational effectiveness, and ultimately the impact of the business strategy. By using HR big data, HRA impacts multiple organizational levels, from individual employees to HR functions and the organizational strategy.

Practical implications

While research on data analytics has recently flourished across various management fields, this has not been the case for the broader field of HR. This is especially a growing concern as the lack of understanding of the basics and fundamentals of people analytics in the field of HR may delay the effective implementation and operationalization of HRA and present additional barriers impacting on-going HR activities, as well as HR’s role as a strategic business partner. HR practice may greatly benefit from gaining an understanding of HRA and the multi-levels of impact it may have on the organization.

Originality/value

This paper explores various concepts related to HRA by examining terms such as “HR metrics” vs “HR” and “HR big data” vs “big data.” Furthermore, the comprehensive HRA operational framework presented in this paper provides HR professionals and researchers with a better understanding of HRA in the age of data analytics and artificial intelligence.

Details

Industrial and Commercial Training, vol. 54 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 30 December 2022

Muhammad Ashraf Fauzi, Zetty Ain Kamaruzzaman and Hamirahanim Abdul Rahman

This study aims to provide an in-depth understanding of big data analytics (BDA) in human resource management (HRM). The emergence of digital technology and the…

Abstract

Purpose

This study aims to provide an in-depth understanding of big data analytics (BDA) in human resource management (HRM). The emergence of digital technology and the availability of large volume, high velocity and a great variety of data has forced the HRM to adopt the BDA in managing the workforce.

Design/methodology/approach

This paper evaluates the past, present and future trends of HRM through the bibliometric analysis of citation, co-citation and co-word analysis.

Findings

Findings from the analysis present significant research clusters that imply the knowledge structure and mapping of research streams in HRM. Challenges in BDA application and firm performances appear in all three bibliometric analyses, indicating this subject’s past, current and future trends in HRM.

Practical implications

Implications on the HRM landscape include fostering a data-driven culture in the workplace to reap the potential benefits of BDA. Firms must strategically adapt BDA as a change management initiative to transform the traditional way of managing the workforce toward adapting BDA as analytical tool in HRM decision-making.

Originality/value

This study presents past, present and future trends in BDA knowledge structure in human resources management.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 12 October 2022

Jonathan Peterson, Loubna Tahssain-Gay, David Salvetat, Fabienne Perez and Sophie Hennekam

This article aims to examine the factors that influence how managers approach data analytics.

Abstract

Purpose

This article aims to examine the factors that influence how managers approach data analytics.

Design/methodology/approach

The authors draw on content analysis of 34 in-depth interviews with managers in various sectors in France.

Findings

Using Resource Orchestration Theory as the theoretical lens, the findings show that an understanding of the importance of data analytics, having the skills to effectively use data analytics and the capability to integrate data analytics throughout organizations impact the approach adopted by managers. Based on these interrelated factors, a typology of four different approaches is identified: buyer-users, segmenters, promoters and implementers.

Research limitations/implications

The authors' study reflects results from multiple industries instead of one particular sector. Delving deeper into the practices of distinct sectors with respect to the authors' typology would be of interest.

Practical implications

The study points to the role of managers and more specifically managers' perception of the opportunities and challenges related to data analytics. These perceptions emerge in managers' skills and capacity to understand and integrate dimensions of data analytics that go beyond one's areas of expertise in order to create capabilities towards an organization's advantage.

Originality/value

The authors contribute by revealing three interrelated factors influencing how managers approach data analytics in managers' organizations. The authors address the need expressed by practitioners to better identify factors responsible for adoption and effective use of data analytics.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

1 – 10 of over 10000