14卷 第1期
GITAM School of Business, GITAM (Deemed to be University), Hyderabad, India
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(2023). Identifying the Characteristics that Lead to Effective Data Analytics Deployment in Human Resource Management—A Paradigm for Consequences. 华夏人力资源管理学报, 14(1), 60-89.
Kurikala Vasudha,V.Parvathi Vasudha.Identifying the Characteristics that Lead to Effective Data Analytics Deployment in Human Resource Management—A Paradigm for Consequences[J].Journal of Chinese Human Resources Management,2023,14(01):60-89.
(2023). Identifying the Characteristics that Lead to Effective Data Analytics Deployment in Human Resource Management—A Paradigm for Consequences. 华夏人力资源管理学报, 14(1), 60-89. DOI： 10.47297/wspchrmWSP2040-800503.20231401.
Kurikala Vasudha,V.Parvathi Vasudha.Identifying the Characteristics that Lead to Effective Data Analytics Deployment in Human Resource Management—A Paradigm for Consequences[J].Journal of Chinese Human Resources Management,2023,14(01):60-89. DOI： 10.47297/wspchrmWSP2040-800503.20231401.
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.
Conceptual frameworkEnterprisesPolicy making
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