Emerging HR analytics role in a crisis: an analysis of LinkedIn data

Abstract

Purpose This study aims to explore the emergence of the human resource (HR) analyst role. The job posts on LinkedIn display the industry demand and skills required by the organizations. This study identifies the different knowledge, skills and abilities (KSA) required for an HR analyst role in different stages of professional growth (i.e. entry-level, middle-senior level and top-level) across different industries/sectors as applicable to the crisis. Design/methodology/approach A total of 80 job posts were extracted from LinkedIn. Details such as industry, job levels, qualifications, job experience, job functions, job descriptions (JDs) and job skills (JS) were collected. Further, 30 videos were extracted from YouTube and converted into text. Text analysis was conducted using NVivo software to analyze JDs, JS and job functions. Using NVivo, word frequency, word cloud, word tree and treemap were created to visualize the data. Finally, ten in-depth interviews were conducted with senior HRA managers based in India to understand the essential competencies required for the HR analyst role and the strategies to develop them. Findings The findings indicate that not only technical skills are needed, but business and communication skills are particularly important for all job levels during a crisis. The JD word cloud showed words, such as data, business, support and management, and the word tree depicted HR data and change agents as important words with many related sentences as branches. General JS included analytical, communication, problem-solving and management. Technical JS were the most widely used and included structure query language, system applications & products in data processing, human capital management, TABLEAU, management information system and PYTHON. Strategies to develop these competencies included case studies, live projects, internships on HR analytics (HRAs) assignments and mentoring by senior HRA professionals. Research limitations/implications The sample used was small, as the study included 80 job posts available on LinkedIn restricted to India. The study was restricted to qualitative approach and text analytics was used. Survey methods and a quantitative approach can be used to collect data from HR recruiters, job holders and senior leaders to understand the role of HRAs in the job market and then these variables can be tested empirically. Originality/value Based on the McCartney et al.’s (2020) competency model for the HR Analyst role, this study has explored the KSA framework using data visualization techniques and used text analytics to analyze LinkedIn job posts for different levels, videos from YouTube and in-depth interviews. It also mapped the KSA for the HR analyst role to the various stages of crisis system management given by Mitroff (2005). The use of social media analytics, such as analyzing LinkedIn data and YouTube videos, are highlighted.

Integrative Literature Review on People Analytics and Implications From the Perspective of Human Resource Development

“…McCartney et al (2021) found that HR analysts should be familiar with various tools and technologies. Kashive and Khanna (2022) replicated this finding based on a review of 80 job posts from LinkedIn, 30 videos on YouTube, and interviews with HR professionals. Technical knowledge and skills required to use various programs, tools, and systems such as SQL (Structured Query Language), SAP (Systems, Applications & Products in Data Processing), HCM (Human Capital Management), Tableau, MIS (Management Information System), Python, R, Oracle, Java, SAS (Statistical Analysis System), HTML (HyperText Markup Language), Excel, BI (Business Intelligence), ERP (Enterprise Resource Planning), and HRIS (Human Resource Information System) are essential for HR analytics professionals on the job market.…”

The Impact of a Skill-Driven Model on Scrum Teams in Software Projects: A Catalyst for Digital Transformation

“…The study only considered three levels due to the limited time and the data availability. According to a study, the highest job post values were identified as 57%, 21%, and 20% for associate, entry, and mid-senior, respectively, in LinkedIn for human resource roles [29]. Another study [30] highlighted LinkedIn experience levels, but it considered three levels: entry, mid-level, and top-level (director and executive).…”

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“…The job posts on LinkedIn display the industry demand and skills required by the organizations. Kashive and Khanna [24] study identified the different knowledge, skills, and abilities required for an HR analyst role in different stages of professional growth across different industries/sectors as applicable to the crisis [24].…”