This study focuses on investigating the impact of environmental factors on organizational level of adoption to Human Resource Analytics in Sri Lankan apparel companies. Four variables were considered to develop the conceptual model under environmental factors impacting the adoption of Human Resource Analytics performed in prior studies. The sample consists with 210 Human Resource professionals which were taken based on nine out of thirteen key apparel companies in Sri Lanka. The findings revealed that the environmental factors and the organizational level of adoption have a positive relationship. The results indicated that the environmental factors lead to a strong positive impact on the organizational level of adoption.

In the emerging world one cannot avoid the terms Big Data and Analytics. Where most of the business strategies are executed based on huge quantity of data and analytics. As an example, trading, big data is being used to forecast the consumer behaviors, trends and more. Thus, the question evolves why it is only limited to the role of trading in an organization? Presently there has been a significance concern on adoption of analytics into Human Resource Management to gain a competitive advantage in the business world. The adoption of Human Resource Analytics in Asia Pacific region is conceivable to expand rapidly due to the revolution of the digital era which has enhanced the conditions of Human Resource Analytics solutions. However, it was retrieved that the adoption of Human Resource Analytics into organizational level is glacially slow caused by behavioral and environmental factors. Correspondingly, it has been remarked that Human Resource Analytics adoption into apparel companies in Sri Lanka is at an initial stage which provides the highest contributor towards the Gross Domestic Product. As a result, this study focuses on investigating the impact of behavioral factors on the organizational level of adoption to Human Resource Analytics in Sri Lankan apparel companies. Four variables under behavioral factors impacting the adoption of Human Resource Analytics performed in prior studies were considered to develop the conceptual model. This study found that there is a positive relationship between the behavioral factors and the organizational level of adoption to Human Resource Analytics and independent variables lead to an impact on dependent variable suggesting that, due to the Human Resource professionals with stronger behavioral factors, organizations are more easy to adopt to Human Resource Analytics. Investigating the impact of environmental factors on the Human Resource Analytics adoption in organizations and the individual adoption of Human Resource Analytics in local context can be carried as further studies. Keywords: Analytics, Behavioural Factors, Human Resources Analytics, Organizational Adoption