Key points are not available for this paper at this time.
Abstract Firms have recognized the opportunities presented by HR analytics; however, it is challenging for HR to convert their available data (sources) into meaningful strategical value. Moreover, research on the implementation and application of HR analytics is still in its infancy. Drawing on the socio-technical system perspective, we examine the implementation and application of HR analytics in firms. Based on a qualitative study with 17 HR analytics experts, we find that a shift to a more process-oriented perspective on HR analytics is needed. More precisely, besides the requirements for the analysis of data, the actual roles in the process of implementing and applying HR analytics need to be defined. In particular, this implies the interaction between the specialist department, the HR business partner and the HR analytics function. From a managerial perspective, we propose a process model for the future implementation and application of HR analytics.
Wirges et al. (Thu,) studied this question.