Human resource analytics research: a systematic literature review
Article Sidebar
Main Article Content
Abstract
Human resource management stands for a key aspect for the development of emerging countries in general, and for organizational performance. Within these functions, human resources analytics, which set of activities developed to support data-based decision-making, becomes an agenda item for businesspeople and academics. In this context, the aim of this research is to find the main references in Human Resources Analytics, which serve as support for the design of a model that characterizes this construct, and as a basis for future research. For this purpose, a Systematic Literature Review is conducted, where it is possible to show the most cited articles, the research methods applied, and research trends in the 2010-2023 period. A search was carried out in the scientific databases Web of Science, Scielo, ProQuest, Elsevier and Researchgate. Sixty-nine free access papers were selected. The quality of the articles was evaluated. It should be noted that most of the research focuses on the qualitative paradigm; however, within the few quantitative works, the use of surveys and their analysis based on Structural Equation Models represents a current of research that will give much to talk about in the coming years.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
COPYRIGHT NOTICE
Authors who publish in the INNOVA Research Journal keeps copyright and guarantee the journal the right to be the first publication of the work under the Creative Commons License, Attribution-Non-Commercial 4.0 International (CC BY-NC 4.0). They can be copied, used, disseminated, transmitted and publicly exhibited, provided that: a) the authorship and original source of their publication (magazine, publisher, URL and DOI of the work) is cited; b) are not used for commercial purposes; c) the existence and specifications of this license of use are mentioned.
References
Álvarez-Gutiérrez, F.; Stone, D.; Castaño, A. & García-Izquierdo, A. (2022). Human Resources Analytics: a systematic review from a sustainable management approach. Journal of Work and Organizational Psychology, 38 (3), 129-147. https://doi.org/10.5093/jwop2022a18
Aral, S.; Brynjolfsson, E. & Wu, L. (2012). Three-Way Complementarities: Performance Pay, Human Resource Analytics, and Information Technology. Management Science, 58(5):913-931. http://dx.doi.org/10.1287/mnsc.1110.1460
Arora, M., Prakash, A., Mittal, A. & Singh, S. (2022). Examining the slow acceptance of HR analytics in the Indian engineering and construction industry: a SEM-ANN-based approach. Engineering, Construction and Architectural Management. https://doi.org/10.1108/ECAM-09-2021-0795
Bandi, G.; Rao, T. & Ali, S. (2021). Data Analytics Applications for Human Resource Management. 2021 International Conference on Computer Communication and Informatics (ICCCI). https://doi.org/10.1109/ICCCI50826.2021.9402300
Bassi, L., & McMurrer, D. (2016). Four lessons learned in how to use human resource analytics to improve the effectiveness of leadership development. Journal of Leadership Studies, 10(2), 39-43. https://doi.org/10.1002/jls.21471
Bechter, B.; Brand, B. & Lehr, A. (2022). The role of the capability, opportunity, and motivation of firms for using human resource analytics to monitor employee performance: A multilevel analysis of the organisational, market, and country context. New Technology, Work and Employment, 37 (3), 398-424. https://doi.org/10.1111/ntwe.12239
Belizón, M. & Kieran, S. (2022). Human resources analytics: A legitimacy process. Human Resource Management Journal, 32 (3), 603–630. https://doi.org/10.1111/1748-8583.12417
Ben-Gal, H. C. (2019). An ROI-based review of HR analytics: practical implementation tools. Personnel Review, 48 (6), 1429-1448. https://doi.org/10.1108/PR-11-2017-0362
Bryce, V.; McBride, N. & Cunden, M. (2022). Post-COVID-19 ethics of people analytics. Journal of Information, Communication and Ethics in Society, 20 (4), 480-494. https://doi.org/10.1108/JICES-09-2021-0096
Burdon, M. & Harpur, P. (2014). Re-conceptualising privacy and discrimination in an age of talent analytics. UNSW Law Journal, 37 (2), 679-712. https://www.unswlawjournal.unsw.edu.au/wp-content/uploads/2017/09/37-2-4.pdf
Castellano, S. (2014). Decision Science. TD Magazine
Chatterjee, S., Chaudhuri, R., Vrontis, D. & Siachou, E. (2022). Examining the dark side of human resource analytics: an empirical investigation using the privacy calculus approach. International Journal of Manpower, 43 (1), 52-74. https://doi.org/10.1108/IJM-02-2021-0087
Chau, K. Y., Huang, T., Moslehpour, M., Khan, W., Nisar, Q. A., & Haris, M. (2024). Opening a new horizon in green HRM practices with big data analytics and its analogy to circular economy performance: empirical evidence. Environment, Development and Sustainability, 26(5). 12133-12162.
Chiavenato, I. (2019). Administración de Recursos Humanos: El capital humano de las organizaciones. McGraw-Hill.
Cho, W., Choi, S., & Choi, H. (2023). Human resources analytics for public personnel management: Concepts, cases, and caveats. Administrative Sciences, 13(2), 41.
Chornous, G. & Gura, V. (2020). Integration of Information Systems for Predictive Workforce Analytics: Models, Synergy, Security of Entrepreneurship. European Journal of Sustainable Development, 9 (1), 83-98. https://doi.org/10.14207/ejsd.2020.v9n1p83
D’Armas Regnault, M.; Mejías Acosta, A.; et al. (2022). Autoeficacia e Intención emprendedora en estudiantes universitarios: una revisión Sistemática de Literatura. 20th LACCEI International Multi-Conference for Engineering, Education, and Technology: “Education, Research and Leadership in Post-pandemic Engineering: Resilient, Inclusive and Sustainable Actions”, Hybrid Event, Boca Raton, Florida- USA, July 18 - 22, 2022. http://dx.doi.org/10.18687/LACCEI2022.1.1.553
Dahlbom, P., Siikanen, N., Sajasalo, P. & Jarvenpää, M. (2020). Big data and HR analytics in the digital era. Baltic Journal of Management, 15 (1), 120-138. https://doi.org/10.1108/BJM-11-2018-0393
Davenport, T.; Harris, J. & Shapiro, J. (2010). Competing on Talent Analytics. Harvard Business Review, 10, 1-6. https://hbr.org/2010/10/competing-on-talent-analytics
Dhankhar, K. & Singh, A. (2022). Employees' adoption of HR analytics – a theoretical framework based on career construction theory. Evidence-based HRM, https://doi.org/10.1108/EBHRM-02-2022-0053
Edwards, M.; Charlwood, A.; Guenole, N. & Marler, J. (2022). HR analytics: An emerging field finding its place in the world alongside simmering ethical challenges. Human Resource Management Journal, https://doi.org/10.1111/1748-8583.12435
Ekka, S. & Singh, P. (2022). Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model. Organizacija, 55 (1), 77-93. https://doi.org/10.2478/orga-2022-0006
Ekka, S. (2021). HR Analytics: why it matters. Journal of Contemporary Issues in Business and Government, 27 (2), 2283-2291. https://doi.org/10.47750/cibg.2021.27.02.238
Ellmer, M. & Reichel, A. (2021). Staying close to business: the role of epistemic alignment in rendering HR analytics outputs relevant to decision-makers. The International Journal of Human Resource Management, 32 (12), 2622-2642. https://doi.org/10.1080/09585192.2021.1886148
Fernández, V. & 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), 162–187. https://doi.org/10.1108/cr-12-2019-0163
Gal, U.; Jensen, T. & Stein, M. (2020). Breaking the vicious cycle of algorithmic management: A virtue ethics approach to people analytics. Information and Organization, 30 (2), 100301. https://doi.org/10.1016/j.infoandorg.2020.100301
García-Peñalvo, F. (2022). Desarrollo de estados de la cuestión robustos: Revisiones Sistemáticas de Literatura. Education in the Knowledge Society (EKS), 23, e28600. https://doi.org/10.14201/eks.28600
Gelbard, R.; Ramon-Gonen, R.; Carmeli, A; Bittmann, R. & Talyansky, R. (2018). Sentiment analysis in organizational work: Towards an ontology of people analytics. Expert Systems, 35 (5), e12289. https://doi.org/10.1111/exsy.12289
Gohain, A. & Saikia, A. (2021). A study on “Human resource analytics for decision making in international business machine in India and United States.” Journal of Contemporary Issues in Business and Government, 27 (5), 1081-1094. https://doi.org/10.47750/cibg.2021.27.05.070
Greasley, K. & Thomas, P. (2020). HR analytics: The onto-epistemology and politics of metricized. HRM Human Resource Management Journal, 30 (4), 494-507. https://doi.org/10.1111/1748-8583.12283
Green, D. (2017). The best practices to excel at people analytics. Journal of Organizational Effectiveness-People and Performance, 4 (2), 137-144. https://doi.org/10.1108/JOEPP-03-2017-0027
Guo, F.; Gallagher, C.; Sun, T.; Tavoosi, S. & Min, H. (2021). Smarter people analytics with organizational text data: Demonstrations using classic and advanced NLP models. Human Resource Management Journal, https://doi.org/10.1111/1748-8583.12426
Gurusinghe, R. N., Arachchige, B. J. H., & Dayarathna, D. (2021). Predictive HR analytics and talent management: a conceptual framework. Journal of Management Analytics, 8 (2), 195–221. https://doi.org/10.1080/23270012.2021.1899857
Halawi, A., Rasheed, R., & Al Belushi, B. (2024). The Effect of Human Resource Analytics on Employee Performance. Revista De Gestão Social E Ambiental, 18(5), e05569-e05569.
Huselid, M. (2018). The science and practice of workforce analytics: Introduction to the HRM special issue. Human Resource Management, 57 (3), 679-684. https://doi.org/10.1002/hrm.21916
Jana, B. & Kaushik, T. (2022) Application of technology-organization-environment model in HR analytics adoption. Journal of Information and Optimization Sciences, 43 (6), 1387-1395. https://doi.org/10.1080/02522667.2022.2117331
Jiang, Y., & Akdere, M. (2022). An operational conceptualization of human resource analytics: implications for inhuman resource development. Industrial and Commercial Training, 54(1), 183-200.
Kapoor, B. & Kabra, Y. (2014). Current and future trends in Human Resources Analytics adoption. Journal of Cases on Information Technology, 16(1), 1-10. https://doi.org/10.4018/jcit.2014010105
Karwehl, L. J., & Kauffeld, S. (2021). Traditional and new ways in competence management: Application of HR analytics in competence management. Gruppe. Interaktion. Organisation. Zeitschrift Für Angewandte Organisationspsychologie (GIO), 52 (1), 7–24. https://doi.org/10.1007/s11612-021-00548-y
Khan, S. & Tang, J. (2016). The paradox of human resource analytics: being mindful of employees. Journal of General Management, 42 (2), 57–66. https://doi.org/10.1177/030630701704200205
Kifor, C.; Nicolaescu, S.; Florea, A.; Savescu, R.; Receu, I.; Tirlea, A. & Danut, R. (2021). Workforce Analytics in Teleworking. IEEE Access, 9, 156451-156464. https://doi.org/10.1109/ACCESS.2021.3129248
King, K. (2016). Data Analytics in Human Resources. Human Resource Development Review, 15 (4), 487-495. https://doi.org/10.1177/1534484316675818
Konovalova, V.; Ruben V. Aghgashyan, R. & Galazova, S. (2021). Perspectives and Restraining Factors of HR Analytics in the Conditions of Digitization of Human Resources Management.
EnPopkova, E. G., Ostrovskaya, V. N., & Bogoviz, A. V. (Eds.). Socio-economic Systems: Paradigms for the Future. Studies in Systems, Decision and Control, 314, 1015-1024. https://doi.org/10.1007/978-3-030-56433-9
Lal, P. (2015). Transforming HR in the digital era: Workforce analytics can move people specialists to the center of decision-making. Human Resource Management International Digest, 23(3), 1-4. https://doi.org/10.1108/hrmid-03-2015-0051
Lame, G. (2019). Systematic Literature Reviews: An Introduction. Proceedings of the Design Society: International Conference on Engineering Design, 1 (1), 1633-1642. https://doi.org/10.1017/dsi.2019.169
Larsson, A. & Edwards, M. (2021). Insider econometrics meets people analytics and strategic human resource management. The International Journal of Human Resource Management, 1–47. https://doi.org/10.1080/09585192.2020.1847166
Leonardi, P. & Contractor, N. (2018). Better people analytics measure who they know, not just who they are. Harvard Business Review, 11,1-15. https://hbr.org/2018/11/better-people-analytics
Levenson, A. (2018). Using workforce analytics to improve strategy execution. Human Resource Management, 57 (3), 685-700. https://doi.org/10.1002/hrm.21850
Luo, Z., Liu, L., Yin, J., Li, Y., & Wu, Z. (2018). Latent ability model: A generative probabilistic learning framework for workforce analytics. IEEE transactions on knowledge and data engineering, 31(5), 923-937.
Madhani, P. (2022). Human Resources Analytics: Leveraging Human Resources for Enhancing Business Performance. Compensation & Benefits Review, 0(0). https://doi.org/10.1177/08863687221131730
Manokha, I. (2020). The Implications of Digital Employee Monitoring and People Analytics for Power Relations in the Workplace. Surveillance & Society, 18 (4), 540-554. https://ojs.library.queensu.ca/index.php/surveillance-and-society/index
Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32 (2), 1-13. https://doi.org/10.1016/j.hrmr.2020.100795
Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3–26. http://dx.doi.org/10.1080/09585192.2016.1244699
Martin-Rios, C.; Pougnet, S. & Nogareda, A. (2017). Teaching HRM in contemporary hospitality management: a case study drawing on HR analytics and big data analysis. Journal of Teaching in Travel & Tourism, 17 (1), 34-54 https://doi.org/10.1080/15313220.2016.1276874
McCartney, S. & Fu, N. (2022). Bridging the gap: why, how, and when HR analytics can impact organizational performance. Management Decision, 60 (13), 25-47. https://doi.org/10.1108/MD-12-2020-1581
McIver, D.; Lengnick-Hall, M. & Lengnick-Hall, C. (2018). A strategic approach to workforce analytics: Integrating science and agility. Business Horizons, 61 (3), 397-407. https://doi.org/10.1016/j.bushor.2018.01.005
Moraes, S. & Damian, I. (2021). People Analytics: far beyond the data. Atoz-novas Praticas Em Informacao E Conhecimento, 10 (3), 1-11. https://brapci.inf.br/index.php/res/download/166628
Muhammad, G. & Naz, F. (2022). A moderating role of HR analytics between employee engagement, retention, and organisational performance. International Journal of Business Environment, 13 (4), 345–357. https://doi.org/10.1504/IJBE.2022.126370
Necula, S. & Strimbei, C. (2019). People Analytics of Semantic Web Human Resource Resumes for Sustainable Talent Acquisition. Sustainability, 11 (13), 3520. https://doi.org/10.3390/su11133520
Nocker, M. & Sena, V. (2019). Big Data and Human Resources Management: The Rise of Talent Analytics. Social Sciences-Basel, 8 (10), 273. https://doi.org/10.3390/socsci8100273
Nowicka, J., Pauliuchuk, Y., Ciekanowski, Z., Fałda, B., & Sikora, K. (2024). The use of data analytics in human resource management. European Research Studies. 27(2), 203-215.
Opatha, H. (2020). HR Analytics: a literature review and new conceptual model. International Journal of Scientific and Research Publications, 10 (6), 130-141. http://dx.doi.org/10.29322/IJSRP.10.06.2020.p10217
Page, M.; McKenzie, J.; Bossuyt, P.; Boutron, I.; Hoffmann, T.; Mulrow, C.; Shamseer, L.; Tetzlaff, J.; Akl, E.; Brennan, S.; Chou, R.; Glanville, J.; Grimshaw, J.; Hróbjartsson, A.; Lalu, M.; Li, T.; Loder, E.; Mayo-Wilson, E.; McDonald, S.; McGuinness, L.; Stewart, L.; Thomas, J.; Tricco, A.; Welch, V.; Whiting, P.; Moher, D.; Yepes-Nuñez, J.; Urrútia, G.; Romero-García, M. & Alonso-Fernández, S. (2021). Declaración PRISMA 2020: una guía actualizada para la publicación de revisiones sistemáticas. Revista Española de Cardiología, 74 (9), 790-799. https://doi.org/10.1016/j.recesp.2021.06.016
Pariona-Cabrera, P.; Cavanagh, J. & Halvorsen, B. (2022). Examining the need for HR analytics to better manage and mitigate incidents of violence against nurses and personal care assistants in aged care, Asia Pacific Journal of Human Resources. https://doi.org/10.1111/1744-7941.12361
Peeters, T., Paauwe, J. & Van De Voorde, K. (2020). People analytics effectiveness: developing a framework. Journal of Organizational Effectiveness: People and Performance, 7 (2), 203-219. https://doi.org/10.1108/JOEPP-04-2020-0071
Polyakova, A.; Kolmakov, V. & Pokamestov, I. (2020). Data-driven HR Analytics in a Quality Management System. Quality-Access to Success, 21 (176), 74-80.
Pongpisutsopa, S., Thammaboosadee, S., & Chuckpaiwong, R. (2020). Factors affecting HR analytics adoption: A systematic review using literature weighted scoring approach. Asia Pacific journal of information systems, 30(4), 847-878. https://doi.org/10.14329/apjis.2020.30.4.847
Rasmussen, T. & Ulrich, D. (2015). Learning from practice: how HR analytics avoids being a management fad. Organizational Dynamics, 44, 236-242. http://dx.doi.org/10.1016/j.orgdyn.2015.05.008
Ryan, J. (2020). Retaining, resigning, and firing: bibliometrics as a people analytics tool for examining research performance outcomes and faculty turnover. Personnel Review, 50 (5), 1316–1335. https://doi.org/10.1108/pr-12-2019-0676
Setiawan, I.; Suprihanto, S.; Nugraha, A. & Hutahaean, J. (2020). HR analytics: Employee attrition analysis using logistic Regression. IOP Conf. Series: Materials Science and Engineering, 830, 1-7. https://doi.org/10.1088/1757-899X/830/3/032001
Sharma, A. & Sharma, T. (2017). HR analytics and performance appraisal system A conceptual framework for employee performance improvement. Management Research Review, 40 (6), 684-697. https://doi.org/10.1108/MRR-04-2016-0084
Shet, S.; Poddar, T.; Samuel, F. & Dwivedi, Y. (2021). Examining the determinants of successful adoption of data analytics in human resource management – A framework for implications. Journal of Business Research, 131, 311-326. https://doi.org/10.1016/j.jbusres.2021.03.054
Simbeck, K. (2019). HR analytics and ethics. IBM Journal of Research and Development, 63 (4/5), 9:1-9:12. https://doi.org/10.1147/JRD.2019.2915067
Simon, C. & Ferreiro, E. (2018). Workforce analytics: A case study of scholar-practitioner collaboration. Human Resource Management, 57 (3), 781-793. https://doi.org/10.1002/hrm.21853
Sinha, V., Subramanian, K., Bhattacharya, S. & Chaudhuri, K. (2012). The contemporary framework on social media analytics as an emerging tool for behavior informatics, HR analytics and business process. Management: journal of contemporary management issues, 17 (2), 65-84. https://hrcak.srce.hr/file/138312
Sivathanu, B. & Pillai, R. (2020). Technology and talent analytics for talent management – a game changer for organizational performance. International Journal of Organizational Analysis, 28 (2), 457–473. https://doi.org/10.1108/ijoa-01-2019-1634
Suri, N., & Lakhanpal, P. (2024). People analytics enabling HR Strategic partnership: A review. South Asian Journal of Human Resources Management, 11(1), 130-164.
Talukdar, G. (2016). Human Resources Analytics: An Approach Towards Business Intelligence. International Journal of Computer Sciences and Engineering, 4 (7), 125-129. https://www.ijcseonline.org/spl_pub_paper/NCRITET-IJCSE-2016028.pdf
Tsiotsou, R., Koles, B.; Paul, J. & Loureiro, S. (2022). Theory generation from literature reviews: A methodological guidance. International Journal of Consumer Studies, 46 (5), 1505-1516. https://doi.org/10.1111/ijcs.12861
Tursunbayeva, A., Pagliari, C., Di Lauro, S. & Antonelli, G. (2022). The ethics of people analytics: risks, opportunities, and recommendations. Personnel Review, 51 (3), 900-921. https://doi.org/10.1108/PR-12-2019-0680
Tursunbayeva, A.; Di Lauro, S. & Pagliari, C. (2018). People analytics—a scoping review of conceptual boundaries and value propositions. International Journal of Information Management, 43, 224–247. https://doi.org/10.1016/j.ijinfomgt.2018.08.002
Van den Heuvel, S. & Bondarouk, T. (2017). The rise (and fall?) of HR analytics A study into the future application, value, structure, and system support. Journal of Organizational Effectiveness-People and Performance, 4 (2), 157-178. https://doi.org/10.1108/JOEPP-03-2017-0022
Vargas, R.; Yurova, Y.; Ruppel, C.; Tworoger, L. & Greenwood, R. (2018). Individual adoption of HR analytics: a fine-grained view of the early stages leading to adoption. International Journal of Human Resource Management, 29 (22), 3046-3067. https://doi.org/10.1080/09585192.2018.1446181
Verma, S., Rana, N., & Meher, J. R. (2024). Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis. International Journal of Organizational Analysis, 32(3), 504-521.
Wang, N. & Katsamakas, E. (2019). A Network Data Science Approach to People Analytics. Information Resources Management Journal, 32(2), 28–51. https://doi.org/10.4018/irmj.2019040102
Wang, N. & Katsamakas, E. (2021). A Recommendation System for People Analytics. International Journal of Business Intelligence Research (IJBIR), 12(2), 1-12. http://doi.org/10.4018/IJBIR.20210701.oa4
Weiskopf, R. & Hansen, H. K. (2023). Algorithmic governmentality and the space of ethics: Examples from ‘People Analytics.’ Human Relations, 0(0). https://doi.org/10.1177/00187267221075346
Williams, R.; Clark, L.; Clark, W. & Raffo, D. (2021). Re-examining systematic literature review in management research: Additional benefits and execution protocols. European Management Journal, 39 (4), 521-533. https://doi.org/10.1016/j.emj.2020.09.007
Williams, S. (2020). A textual analysis of racial considerations in human resource analytics vendors' marketing. Management Research and Practice, 12 (4), 49-63. https://mrp.ase.ro/no124/f5.pdf
Wirges, F. & Neyer, A. (2022). Towards a process-oriented understanding of HR analytics: implementation and application. Review of Managerial Science, https://doi.org/10.1007/s11846-022-00574-0
Worth, C. W. (2011). The future talent shortage will force global companies to use HR analytics to help manage and predict future human capital needs. International journal of business intelligence research, 2(4), 55-65. https://doi.org/10.4018/jbir.2011100105
Wroe, N. (2012). Innovations in Talent Analytics. TD Magazine
Yahia, N.; Hlel, J. & Colomo-Palacios, R. (2021). From Big Data to Deep Data to Support People Analytics for Employee Attrition Prediction. IEEE Access, 9, 60447-60458. https://doi.org/10.1109/ACCESS.2021.3074559