THE IMPACT OF HR ANALYTICS ON ORGANIZATIONAL CULTURE AND CHANGE MANAGEMENT
DOI:
https://doi.org/10.29121/shodhkosh.v5.i6.2024.5196Keywords:
Hr Analytics, Change Management, Human Capital, Human Resource Management, Organizational Culture, CompetitivenessAbstract [English]
In today’s corporate climate, human resources analytics is essential since it provides trustworthy proof and information to support the development of fresh approaches and the implementation of current ones. It seeks to be an emerging field when it comes to solving different HR problems and coordinating human resource planning with company strategy. HR managers may make informed decisions on recruiting, continuation, education, incentives, job development, and the efficacy and efficiency of their organizations with the use of HR analytics. With a variety of additional data from earlier studies, this article offers a thorough review of HR analytics, aiding in the understanding of the idea and advantages of using analytics in HR as an instrument in businesses. The study concluded that problems with the accuracy of information, administration, and a shortage of experience and expertise of HR experts make it difficult to apply and utilize HR analytics in businesses. Nonetheless, these difficulties may be overcome and substantial corporate development can result from the use of HR analytics.
References
Alqudah, I.H., Carballo-Penela, A. and Ruzo-Sanmartín, E., 2022. High-performance human resource management practices and readiness for change: An integrative model including affective commitment, employees’ performance, and the moderating role of hierarchy culture. European Research on Management and Business Economics, 28(1), p.100177. https://www.sciencedirect.com/science/article/pii/S244488342100036X DOI: https://doi.org/10.1016/j.iedeen.2021.100177
Alshammari, A.A., 2020. The impact of human resource management practices, organizational learning, organizational culture and knowledge management capabilities on organizational performance in Saudi organizations: a conceptual framework. Revista Argentina de Clínica Psicológica, 29(4), p.714. https://scholar.googleusercontent.com/scholar?q=cache:TjbfwBrMoTgJ:scholar.google.com/+The+Impact+of+HR+Analytics+on+Organizational+Culture+and+Change+Management&hl=en&as_sdt=0,5&as_ylo=2020
Bagga, S.K., Gera, S. and Haque, S.N., 2023. The mediating role of organizational culture: Transformational leadership and change management in virtual teams. Asia Pacific Management Review, 28(2), pp.120-131. https://www.sciencedirect.com/science/article/pii/S1029313222000355 DOI: https://doi.org/10.1016/j.apmrv.2022.07.003
Dahlbom, P., Siikanen, N., Sajasalo, P. and Jarvenpää, M., 2020. Big data and HR analytics in the digital era. Baltic Journal of Management, 15(1), pp.120-138. https://www.emerald.com/insight/content/doi/10.1108/BJM-11-2018-0393/full/html
Dahlbom, P., Siikanen, N., Sajasalo, P. and Jarvenpää, M., 2020. Big data and HR analytics in the digital era. Baltic Journal of Management, 15(1), pp.120-138.https://jyx.jyu.fi/bitstream/handle/123456789/81291/1/BJM_submission_finalR3C.pdf DOI: https://doi.org/10.1108/BJM-11-2018-0393
Fernandez, V. and Gallardo-Gallardo, E., 2021. Tackling the HR digitalization challenge: key factors and barriers to HR analytics adoption. Competitiveness Review: An International Business Journal, 31(1), pp.162-187. https://www.emerald.com/insight/content/doi/10.1108/CR-12-2019-0163/full/html
Fernandez, V. and Gallardo-Gallardo, E., 2021. Tackling the HR digitalization challenge: key factors and barriers to HR analytics adoption. Competitiveness Review: An International Business Journal, 31(1), pp.162-187.https://upcommons.upc.edu/bitstream/handle/2117/332828/HR%20digitalization%20challenge.pdf?sequence=3 DOI: https://doi.org/10.1108/CR-12-2019-0163
Hasan, H., Astuti, E.S., Afrianty, T.W. and Iqbal, M., 2020. Impact of organizational culture on employee engagement and employee performance: A stimuli-organism-response approach. Wacana Journal of Social and Humanity Studies, 23(4), pp.235-247.https://www.academia.edu/download/80862730/510.pdf
Loi, M., 2020. People Analytics must benefit the people. An ethical analysis of data-driven algorithmic systems in human resources management. Algorithmwatch.https://algorithmwatch.org/en/wp-content/uploads/2020/03/AlgorithmWatch_AutoHR_Study_Ethics_Loi_2020.pdf
McCartney, S. and Fu, N., 2022. Bridging the gap: why, how and when HR analytics can impact organizational performance. Management Decision, 60(13), pp.25-47.https://www.emerald.com/insight/content/doi/10.1108/md-12-2020-1581/full/html DOI: https://doi.org/10.1108/MD-12-2020-1581
Moorefield, J., 2021. The Oakland Athletics use of sabermetrics and the rise of big data analytics in business.https://scholar.utc.edu/cgi/viewcontent.cgi?article=1319&context=honors-theses
Olawale, O., Ajayi, F.A., Udeh, C.A. and Odejide, O.A., 2024. Risk management and HR practices in supply chains: Preparing for the Future. Magna Scientia Advanced Research and Reviews, 10(02), pp.238-255.https://magnascientiapub.com/journals/msarr/sites/default/files/MSARR-2024-0065.pdf DOI: https://doi.org/10.30574/msarr.2024.10.2.0065
Peeters, T., Paauwe, J. and Van De Voorde, K., 2020. People analytics effectiveness: developing a framework. Journal of organizational effectiveness: people and performance, 7(2), pp.203-219. https://www.emerald.com/insight/content/doi/10.1108/JOEPP-04-2020-0071/full/html DOI: https://doi.org/10.1108/JOEPP-04-2020-0071
Shet, S.V., Poddar, T., Samuel, F.W. and Dwivedi, Y.K., 2021. Examining the determinants of successful adoption of data analytics in human resource management–A framework for implications. Journal of Business Research, 131, pp.311-326. https://www.sciencedirect.com/science/article/abs/pii/S0148296321002174 DOI: https://doi.org/10.1016/j.jbusres.2021.03.054
Taherdoost, H., 2021. Data collection methods and tools for research; a step-by-step guide to choose data collection technique for academic and business research projects. International Journal of Academic Research in Management (IJARM), 10(1), pp.10-38.https://hal.science/hal-03741847/document
Trushkina, N., Abazov, R., Rynkevych, N. and Bakhautdinova, G., 2020. Digital transformation of organizational culture under conditions of the information economy. Virtual Economics, 3(1), pp.7-38. https://www.ceeol.com/search/article-detail?id=895371 DOI: https://doi.org/10.34021/ve.2020.03.01(1)
Verma, S., Singh, V. and Bhattacharyya, S.S., 2021. Do big data-driven HR practices improve HR service quality and innovation competency of SMEs. International Journal of Organizational Analysis, 29(4), pp.950-973.https://portal.findresearcher.sdu.dk/files/175125651/IJOA_R1.pdf DOI: https://doi.org/10.1108/IJOA-04-2020-2128
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Dr. Anuradha Phadnis , Dr. Iram-Sultana Shahbaaz Ansari
This work is licensed under a Creative Commons Attribution 4.0 International License.
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
