The Impact of HR Analytics on the Training and Development Strategy - Private Sector Case Study in Lebanon

Abstract

This study investigated the impact of HR analytics on the training and development strategy of private organizations in Lebanon. It sought to test four hypotheses namely: There is a significant relationship between HR analytics use in large businesses and the development of employee skills; there is a significant relationship between HR analytics use in older businesses and the development of employee skills; there is a significant relationship between HR analytics use in large businesses and the retention of employees; and there is a significant relationship between HR analytics use in older businesses and the retention of employee. HR analytics has a significant influence on the development of employee skills and HR analytics has a significant influence on the development of HR training strategy. The study relied on a quantitative correlational research method with the help of an online questionnaire as the data collection instrument. A total of 302 respondents from the private sector in Lebanon returned valid responses to the questionnaire. The results validated each of the four hypotheses. They revealed that HR professionals rely on HR analytics to formulate employee development strategies. Data from HR analytics is used to predict potential outcomes of important HR and organization strategy decisions. In conclusion, the findings from this study imply that businesses should integrate HR professionals and HR analytics into the process of decision making and development strategy formulation.

Pemanfaatan Data Analitik Dalam Kepegawaian

“…Fabbri et al (2019) menghubungkan HR analytics dengan sikap dan perilaku kerja pegawai mengingat digitalisasi di lingkungan kerja semakin massif sebagaimana dialami di lingkungan Kemenkeu. Barbar et al (2019) memanfaatkan HR analytics sebagai strategi pelatihan dan pengembangan pegawai. Empat hipotesis yang diuji semua terbukti dalam penelitian mereka, yaitu adanya hubungan antara penggunaan HR analytics dalam bisnis besar dengan pengembangan keterampilan karyawan; adanya hubungan antara penggunaan HR analytics di bisnis yang lebih tua dengan pengembangan keterampilan karyawan; adanya hubungan antara penggunaan HR analytics dalam bisnis besar dengan retensi karyawan; serta adanya hubungan antara penggunaan HR analytics di bisnis yang lebih tua dengan retensi karyawan.…”

“…Sama seperti statistik inferensial, statistik perbedaan dan statistik asosiatif, dalam Statistik Pegawai dan aplikasi HRIS juga datanya belum tersedia. Aplikasi dari statistik ini dapat dilakukan untuk mengetahui potensi pengaruh dari pelatihan tertentu terhadap kinerja pegawai seperti yang sudah diteliti oleh Barbar et al (2019) ataupun Singh et al (2022). Dalam Edwards dan Edwards (2016) dilakukan terhadap 16 variabel bebas yang potensial memengaruhi kinerja seperti tingkat pendidikan, usia, penyandang disabilitas atau bukan dan sebagainya, dan dari uji statistik yang dilakukan dapat diketahui adanya lima variabel yang dominan memberi dampak secara signifikan pada kinerja pegawai.…”

HR Analytics and Employee’s Performance Management: An Assessment Built on Existing Literature

“…HR analytics is usually applied to help the HR department contribute to business performance (Patil, 2019). Numerous young firms with few workers who have not yet understood Human Resource analytics' valuer are probably deprived of aptitude or know-how to execute them (Barbar, Choughri, & Soubjaki, 2019). (Martin-Rios, Pougnet, & Nogareda, 2017) While doing research, teachers and research scholars are required to measure the analytical legitimacy of the accessible evidence to connect the numerous Human Resource performance techniques to those economic and non-economic metrics that analyse an organization's aggregate practicality and effectiveness.…”

Effective Workforce Management using HR Analytics

“…[11][12][13] The HR analytics data helps to quantify the cost and evaluate the impact of each human resource policy practice thus providing areas which needs improvement. [6] It provides valuable data string enough for a complete strategic reformation based on hard data and allows the managers to allow room for adjustment so as to boost the company growth.…”