Identifying the Characteristics that Lead to Effective Data Analytics Deployment in Human Resource Management—A Paradigm for Consequences

Abstract

The capacity of data analytics to give intuitions grounded on data-driven decision-making methods has contributed to human resource management seeing a rise in the significance of the field. However, as it is difficult to successfully incorporate an analytics-based approach into HRM, many firms cannot use HR Analytics. In the first step of this process, we will use a "framework synthesis" technique to identify the challenges that will prevent HRA from being implemented. The next step is developing a conceptual framework describing the various organizational elements that impact HRA usage. Using this paradigm, organizations can determine whether or not they should employ HRA. This study analyzes the significant aspects associated with the many technical, executive, ecological, and distinct elements that drive HRA adoption. One of these factors is the governance of the data. In addition, the research presented in this article identifies 23 sub-dimensions of these five criteria as the essential components that must be present for HRA to be successfully implemented and practiced within businesses. These sub-dimensions are the vital components that must be present for HRA to be successfully implemented and practiced within enterprises. In addition, we investigate the framework's implications for HR executives, HR administrators, CEOs, IT executives, and accessing experts regarding the operative implementation of HRA in enterprises.