Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model

Ekka, Susmita; Singh, Punam

doi:10.2478/orga-2022-0006

Cited by 11 publications

(6 citation statements)

References 44 publications

(86 reference statements)

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“…To successfully meet this objective, staffing needs to be carried out following the effective arrangement of other HR issues, such as the HR data analysis (Ekka & Singh, 2022), the employer brand development (Bharadwaj, 2023), and the introduction of online HR tools (Al-Harazneh & Sila, 2021). All these were revealed as other issues that HR professionals and line managers face very often.…”

Section: Discussionmentioning

confidence: 99%

What HR Issues and Challenges are Addressed by Contemporary HR Professionals and Line Managers? A Survey Evidence from the Czech Republic

Skýpalová,

Šikýř,

Vávrová

2024

Economics and Culture

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Research purpose. Succeeding in a changing business world means being familiar with emerging business trends, including issues and challenges related to human resources (HR). The paper investigates HR issues and challenges addressed by HR professionals and line managers of businesses in the Czech Republic. The investigation aims to uncover which HR issues are faced most often and which HR challenges are expected in the coming years to identify existing and potential HR issues and challenges that businesses should deal with to meet their needs. Design / Methodology / Approach. The investigation is founded on the reanalysis of data from the 2023 HR survey carried out by the Grafton Recruitment Czech Republic staffing agency at the end of 2022. The original data were provided by the co-author representing the staffing agency. The reanalysis was used to utilize the original data, to evaluate responses depending on the business type (manufacturing, non-manufacturing) and size (small, medium-sized, large), and to verify hypotheses concerning realized and planned changes in the number of employees. The original online survey addressed roughly a thousand clients of the staffing agency. The responses were obtained from 478 businesses across the Czech Republic that responded to thirty questions about their HR policies and plans. The reanalysis covers eight questions about their HR roles, issues, and challenges. The original data were not modified. To verify hypotheses, a non-parametric chi-square test of independence for a contingency table was used. To evaluate the degree of dependence between variables, a contingency coefficient was used. Findings. The surveyed businesses most often face HR issues of employee resourcing. The HR challenges they expect in the coming years concern the development of the employer brand, the introduction of digital and AI technologies, or the introduction of innovative organizational arrangements to hire suitable employees or replace the missing employees. The findings revealed a dependence between realized and planned changes in the number of employees. The realized increase and decrease in the number of employees referred to the planned increase and decrease in the number of employees. The findings revealed no significant differences in responses depending on the type (manufacturing and non-manufacturing) and size (small, medium-sized, and large) of businesses. Originality / Value / Practical implications. The findings bring original perspectives on existing and potential HR issues and challenges addressed by surveyed businesses in the Czech Republic. The findings contribute to the present theory and practice of employee resourcing by confirming the value of HR professionals and line managers in addressing staffing issues. The findings can be applied in the design of HR service delivery systems in different businesses by highlighting HR issues and challenges that businesses should focus on.

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Section: Discussionmentioning

confidence: 99%

What HR Issues and Challenges are Addressed by Contemporary HR Professionals and Line Managers? A Survey Evidence from the Czech Republic

Skýpalová,

Šikýř,

Vávrová

2024

Economics and Culture

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“…Although many organizations have long relied on seasoned managers' intuition and experience to make decisions, contemporary business environments are too complex and unpredictable to rely on such subjective knowledge. Therefore, organizations now use data analytics to better manage uncertainties and make data-driven decisions (Deloitte, 2017;Van der Togt & Rasmussen, 2017).…”

Section: Introductionmentioning

confidence: 99%

“…One possible explanation for the scarcity of research on people analytics in the field of HRD is the limited availability of usable data that have been accumulated via digital devices and intranet systems. According to a global survey conducted by Deloitte (2017), only 8% of companies possess usable data despite the prevailing enthusiasm surrounding people analytics. Another possible explanation is lack of expertise in data analysis (Rasmussen & Ulrich, 2015).…”

Section: Introductionmentioning

confidence: 99%

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

Lee,

Lee

2023

Human Resource Development Review

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Although people analytics is a fast-emerging field with importance to HRD, HRD researchers still lack a comprehensive understanding of it. This study examines the current body of knowledge in people analytics through the lens of human resource (HR) development by performing an integrative literature review of 91 articles. This study identifies five categories of knowledge: (1) definitions and boundaries of terms, (2) building blocks of people analytics in organizations, (3) types of analytics, (4) ethical issues related to people analytics, and (5) applications of people analytics to the HRD field. This study makes theoretical and practical contributions to the field of HR development by exploring the current state of people analytics and people analytics’ application to HR development practice. It also enhances scholars’ understanding of people analytics within HR development boundaries and provides insights for future research. Finally, this study provides practical guidance for HR development practitioners seeking to leverage people analytics in their work.

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“…The emergence of new technologies affects several business areas, including HR departments (Ekka & Singh, 2022). One such technology is chatbots able to perform several HR activities, thereby increasing the company's efficiency through constant availability, quick responses, and relatively low implementation costs.…”

Section: Introductionmentioning

confidence: 99%

The application of the sensemaking perspective for the examination of employees’ behavioural responses to the HR chatbot

Harmat

2023

Organizacija

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Background and Purpose The emergence of new technologies affects different business areas, including HR activities. Employee communication is an HR activity that can be automated with the application of chatbots. Besides the numerous advantages these artificial entities offer, the challenges generated by them also need to be considered. One such challenge is user acceptance, which plays a substantial role in the implementation. This study aims to explore employees’ behavioural responses to HR chatbots. Thus, we applied the sensemaking perspective, according to which new, unknown phenomena induce the need for interpretation in individuals that simultaneously shape individuals’ behaviour toward the phenomenon. Methodology For data collection, we conducted semi-structured interviews that were analysed with interpretive phenomenological analysis (IPA). The sample consisted of 6 HR professionals and ten general users. The study took place at the Hungarian organisations of a multinational company. Results The analysis revealed that subjects who attributed positive meanings to the HR chatbot typically engaged in actions that aligned with organisational expectations, i.e., using the digital assistant became part of their routine. Interestingly, the closer HR professionals are to technology in their work activities, the more positively they perceive it. However, having ambivalent feelings towards technology resulted in occasional use or avoidance, while experiencing negative feelings led to the rejection of use. Conclusion We explored the different meanings employees attributed to the HR bot and their actions directed towards it both in the initial and transitional technology adoption phase. The results contribute to understanding how an HR chatbot can be successfully implemented in an organisation.

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Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model

Cited by 11 publications

References 44 publications

What HR Issues and Challenges are Addressed by Contemporary HR Professionals and Line Managers? A Survey Evidence from the Czech Republic

What HR Issues and Challenges are Addressed by Contemporary HR Professionals and Line Managers? A Survey Evidence from the Czech Republic

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

The application of the sensemaking perspective for the examination of employees’ behavioural responses to the HR chatbot

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