| Pub. Date | : Jan, 2024 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB040124 |
| Author Name | : Mansi and Tulsee Giri Goswami |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 25 |
Human Resource (HR) analytics is the process of collecting and analyzing employee data to understand the association between HR practices and firm performance to make decisions and formulate strategies. The study aims to systematically evaluate the literature on HR analytics under three aspects: decision-making, performance, and HR practices and functions. For this purpose, the study systematically reviews the literature on HR analytics available on Web of Science database. The study reviews 43 papers relating to HR analytics and finds decision-making as the building block for various effective HR practices and for enhancing the performance of employees. With regard to other available HR practices, organizations view recruitment and selection, retention, turnover, training, and employee engagement as crucial. These are the areas where management uses HR analytics for tackling big data and improving performance. The study further highlights the value addition HR analytics provides. By analyzing the interconnections between various factors through co-occurrence network analysis, the study shows that the importance management attaches to workforce data (through effective HR practices) while making strategic decisions plays a crucial role in enhancing the performance of the organization.
From being operational in the 19th century to strategic in the early 20th century, human resource management (HRM) has become data-driven. The wave of big data has left no organizations with no choice of putting off its use to the future. The evolution of HRM from metrics to big data is through HR analytics (Garcia-arroyo and Osca, 2019). HR analytics is when an organization collects its human resource data and analyzes it to understand the connection between HR practices and organizational performance to make decisions and strategies. Analytics is mainly categorized into descriptive (what has happened), predictive (what will happen), and prescriptive analytics (what should be done) (Nagpal and Mishra, 2021).