Hr Analytics: Why It Matters

doi:10.47750/cibg.2021.27.02.238

Cited by 4 publications

(4 citation statements)

References 8 publications

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“…Predictive HR analytics can be used to forecast potential workforce shortages by analyzing long-term trends (OECD 2019). Workforce planning includes creating a comprehensive long-term HR plan, forecasting recruitment needs, developing succession plans, enhancing promotion and transfer processes, and decreasing employee turnover (Momin and Mishra 2015;Ekka 2021).…”

Section: Workforce Planningmentioning

confidence: 99%

“…The qualitative nature of personnel management has often led HR-related decisions to be based on managers' gut feelings, experiences, and intuition (Johnson et al 2022;Ekka 2021). As the business landscape becomes more competitive and complicated, HR's analytical role in identifying and utilizing top talent becomes more crucial (Rousseau and Barends 2011;Hamilton and Sodeman 2019).…”

Section: Introductionmentioning

confidence: 99%

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Human Resources Analytics for Public Personnel Management: Concepts, Cases, and Caveats

Cho

Choi²,

Choi

2023

Administrative Sciences

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The advancement of data technology such as machine learning and artificial intelligence has broadened the scope of human resources (HR) analytics, commonly referred to as “people analytics.” This field has seen significant growth in recent years as organizations increasingly rely on algorithm-based predictive tools for HR-related decision making. However, its application in the public sector is not yet fully understood. This study examined the concepts and practices of HR analytics through a thematic review, and proposed a five-step process (define, collect, analyze, share, and reflect) for implementation in the public sector—the process aims to assist with the integration of HR analytics in public personnel management practices. By analyzing cases in both the public and private sectors, this study identified key lessons for functional areas such as workforce planning, recruitment, HR development, and performance management. This research also identified the necessary conditions for introducing HR analytics in public organizations, including data management, staff capabilities, and acceptance, and discussed the potential challenges of privacy, integrity, algorithmic bias, and publicness.

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Section: Workforce Planningmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Human Resources Analytics for Public Personnel Management: Concepts, Cases, and Caveats

Cho

Choi²,

Choi

2023

Administrative Sciences

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“…Whereas Minbaeva (2018) defines HR Analytics as "a well-defined procedure for jotting down fresh concepts and using them to boost productivity." Human resource analytics refers to a range of data analysis techniques for exposing insights about individuals in businesses that speed up, improve accuracy, and boost confidence in corporate decision-making (Ekka, 2021).…”

Section: Human Resource Analyticsmentioning

confidence: 99%

HR Analytics and Achieving Competitive Advantage for Organizations Through Big Data: A Conceptual Paper

2023

JABE

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In light of artificial intelligence and new technologies, organizations have to follow new ways of working with different skill sets to achieve strategic goals. Therefore, human resource analytics is the scientific solution that enables organizations to make important decisions related to human capital and strategic business and thus gain a competitive advantage. Through new technologies comes the role of big data, as it works to establish the reputation of human resources as a strategic business partner that makes decisions driven by analytics. Evidence-based decisions, therefore, all equal a significant competitive advantage. This conceptual paper aims to understand the relationship between human resource analytics and achieving a competitive advantage in the presence of big data. This study will use quantitative data through a survey list that will be distributed to middle managers and human resources employees of the telecommunications company sector in Egypt.

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“…The utilisation of data and technology is one of the most vital elements in the context of human resource management (HRM) in the modern era [38]. Data analytics has become an invaluable component in helping companies make strategic HR-related decisions, including succession planning, talent management, and various other aspects [39]. Robust data analytics allows companies to gain deep insights into employee performance, recruitment trends, and other factors that can impact organisational productivity and success.…”

Section: Journal Of Contemporary Administration and Management (Adman)mentioning

confidence: 99%

Human Resource Management Strategies in Achieving Competitive Advantage in Business Administration

Agustian,

Pohan,

Zen

et al. 2023

J.Adman

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Human Resource Management (HRM) is a very important aspect in the modern business world. Companies that manage their people effectively tend to have a greater competitive advantage over their competitors. This is due to the fact that HR is one of the most important assets in an organisation, and the ability to optimise HR potential, productivity and commitment will have a significant positive impact on company performance. This research aims to examine HR management strategies in achieving competitive advantage in business administration. This research uses a qualitative method of descriptive analysis to explore an in-depth understanding of the topic. This method allows researchers to explain in detail the characteristics, context, and factors related to the research topic. In this case, data was obtained from Google Scholar with a time span from 1996 to 2023. The results of this study show that effective HR management strategies are key to achieving and maintaining a competitive advantage in business administration. By prioritising aspects such as quality recruitment, employee development, motivation, efficient performance management, progressive corporate culture, responsiveness to change, and technology utilisation, companies can achieve better results in the face of intense business competition.

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Hr Analytics: Why It Matters

Cited by 4 publications

References 8 publications

Human Resources Analytics for Public Personnel Management: Concepts, Cases, and Caveats

Human Resources Analytics for Public Personnel Management: Concepts, Cases, and Caveats

HR Analytics and Achieving Competitive Advantage for Organizations Through Big Data: A Conceptual Paper

Human Resource Management Strategies in Achieving Competitive Advantage in Business Administration

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