HR Analytics Modelling

Diez, Fermin; Bussin, Mark; Lee, Venessa

doi:10.1108/978-1-78973-961-920191004

Cited by 1 publication

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“…Thus, big data analytics are relevant tools for innovative and progressive HR departments (Switow, 2020). The successful HR departments identify and keep key employees, develop high performance, promote staff and predict future people needs accurately (Diez et al ., 2019).…”

Section: Conceptual Background and Research Questionsmentioning

confidence: 99%

Data-driven human resource and data-driven talent management in internal and recruitment communication strategies: an empirical survey on Italian firms and insights for European context

Conte

Siano

2023

CCIJ

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PurposePrevious research assumes that technologies 4.0, particularly big data, may be highly relevant for organizations to increase human resources (HR) communication strategies, but the research provides little or no evidence on whether and how these tools are applied in employees and labor market relations. This study intends to offer a first insight on the adoption of data-driven HR/talent management approach, contributing to the ongoing debate on the Industry 4.0. This study aims to investigate the use of 4.0 technologies in HR and talent management functions, focusing also on the adoption of big data analytics for internal and recruitment communication.Design/methodology/approachThe analysis of the literature enables to define the research questions and an exploratory web survey was carried out through a structured questionnaire. The analysis unit of the empirical survey includes the communication and marketing managers of 90 organizations in Italy, examined in the Mediobanca Report on the “Main Italian Companies.”FindingsFindings highlight a lack of the use of 4.0 technologies and big data analytics in employee and labor market relations and reveal some sectoral differences in the adoption of 4.0 technologies. Moreover, the study points out that the development of HR analytics is hampered by short-term perspective, data quality problems and the lack of analytics skills.Research limitations/implicationsDue to the exploratory research design and the circumscribed sample from a single country (Italy), further cross-national evidence is needed. This study provides digital communication managers with useful insights to improve the data-driven HR/talent management approach, which is a strategic asset for ensuring a sustainable competitive advantage and optimizing business performance.Originality/valueThe study offers an overview about the use of big data analytics in internal and recruitment communications. Considering the alignment between Italian and European trends in the use of big data and in the adoption of HR analytics, the study can provide insights also for other European organization.

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Section: Conceptual Background and Research Questionsmentioning

confidence: 99%