Insider econometrics meets people analytics and strategic human resource management

Larsson, Anne-Sophie; Edwards, Margaret J. A.

doi:10.1080/09585192.2020.1847166

Cited by 26 publications

(26 citation statements)

References 124 publications

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“…While there is a strong "academic case" that multivariate, longitudinal modeling is the gold standard for testing the effects of HR practices (e.g. Larsson and Edwards, 2022), the "business case" for this view is not so apparent among our respondents. As to prescriptive analytics, our data suggests that this is still embryonic.…”

Section: Discussionmentioning

confidence: 97%

“…This enters a terrain familiar to quantitative social scientists who include the study of mediated and moderated relationships in their model building and underline the value of multivariate, longitudinal analyses and experimental designs to grapple with explanatory mechanisms, boundary conditions and questions of causality (e.g. Larsson and Edwards, 2022; Huselid and Minbaeva, 2018). At the highest level, “prescriptive analytics goes beyond predictions and outlines decision options and workforce optimization” (Fitz-enz and Mattox, 2014, p. 3).…”

Section: Human Resource Analytics: the Theoretical Normative And Crit...mentioning

confidence: 99%

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Exploring the phenomenon of HR analytics: a study of challenges, risks and impacts in 40 large companies

Cayrat

Boxall

2022

JOEPP

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PurposeThis paper aims to respond to questions being raised about the challenges, risks and impacts of Human Resource Analytics (HRA). Based on a study of 40 companies, it discusses the implications of HRA for practitioners, praxis and practices in HRM and adds to this a concern with whether HRA is enhancing mutuality in employment relationships.Design/methodology/approachUsing an abductive approach, the authors analyzed data from semistructured interviews with an HRA leader or specialist in 40 large organizations.FindingsWhile wrestling with the challenge of data quality and integration, the practice of descriptive analytics is widely adopted in these companies and the majority can demonstrate improvement in the efficiency and effectiveness of HR activities through predictive analytics. The analytical competence of HR specialists is an ongoing issue. While much more research is needed, the companies in the authors’ sample demonstrated some valuable examples of mutual gains from HRA.Practical implicationsEducation in HRA must not only help to raise quantitative competencies among HR specialists but should also help them to ask critical questions about the theoretical propositions and subjective data points being built into HRA. Boundary spanning is important to enable effective HRA and processes for employee voice to be improved. Arguably, the time has come for a more formalized data analytics' strategy in large organizations.Originality/valueThis paper provides evidence on how HRA is being implemented in large companies, including how HRA leaders are managing its challenges and risks and the impacts it is having on business and employee outcomes.

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Section: Discussionmentioning

confidence: 97%

Section: Human Resource Analytics: the Theoretical Normative And Crit...mentioning

confidence: 99%

Exploring the phenomenon of HR analytics: a study of challenges, risks and impacts in 40 large companies

Cayrat

Boxall

2022

JOEPP

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“…By modeling performance indicators, it is possible to apply a data mining technique that determines digital footprints with e-mail analysis and predicts real-time trends (Gelbard et al, 2018). Another study linking HR analytics and economic data provides a perspective to benefit the field of strategic HRM with the people analytics and discusses insider econometrics and the longitudinal analysis approach (Larsson and Edwards, 2021). This perspective considers people analytics a business application and says that people analytics focus on empirical analysis that measures employee performance.…”

Section: Discussionmentioning

confidence: 99%

Bibliometric Analysis of Hr Analytics Literature

ALLAHAM

2022

Elektronik Sosyal Bilimler Dergisi

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Human resource analytics (HR analytics) research has been popular in recent years and is a newly emerging research area. Examining the frame of the studies conducted in this field will shed light on new future studies in the field. This study examines how HR analytics work is built on the basis of the intellectual framework. This research aims to contribute to the literature by examining the references, authors, topics, citations and journals of the studies. For this purpose, 178 articles published between 2010 and 2021 in the Web of Science academic database were examined. The bibliometric analysis technique was used for the analysis. A wide variety of disciplines have been used in the journals that publish these articles to address the issues of HR analytics. Main themes gathered in the articles are around the concepts of big data, talent management and workforce analytics. The study results show that research interest in HR analytics has increased in recent years. While the competencies of HR professionals, data quality, technological developments, cooperation with the IT department are the main topics, the literature seems to neglect the issue of ethics.

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“…However, despite the belief in people analytics among practitioners, scholars remain skeptical, questioning the legitimacy of people analytics and whether HR departments should adopt people analytics altogether (Rasmussen and Ulrich, 2015; Angrave et al , 2016; Andersen, 2017; Baesens et al ., 2017; Levenson and Fink, 2017; Marler and Boudreau, 2017; McIver et al ., 2018). This is due to the lack of empirical evidence supporting the claims that people analytics can aid in strategic decision-making (Rasmussen and Ulrich, 2015; Baesens et al ., 2017; Levenson and Fink, 2017; Marler and Boudreau, 2017; Huselid, 2018; Greasley and Thomas, 2020; Larsson and Edwards, 2021).…”

Section: Research Findingsmentioning

confidence: 99%

Promise versus reality: a systematic review of the ongoing debates in people analytics

McCartney

2022

JOEPP

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PurposeAccording to the significant growth of literature and continued adoption of people analytics in practice, it has been promised that people analytics will inform evidence-based decision-making and improve business outcomes. However, existing people analytics literature remains underdeveloped in understanding whether and how such promises have been realized. Accordingly, this study aims to investigate the current reality of people analytics and uncover the debates and challenges that are emerging as a result of its adoption.Design/methodology/approachThis study conducts a systematic literature review of peer-reviewed articles focused on people analytics published in the Association of Business School (ABS) ranked journals between 2011 and 2021.FindingsThe review illustrates and critically evaluates several emerging debates and issues faced by people analytics, including inconsistency among the concept and definition of people analytics, people analytics ownership, ethical and privacy concerns of using people analytics, missing evidence of people analytics impact and readiness to perform people analytics.Practical implicationsThis review presents a comprehensive research agenda demonstrating the need for collaboration between scholars and practitioners to successfully align the promise and the current reality of people analytics.Originality/valueThis systematic review is distinct from existing reviews in three ways. First, this review synthesizes and critically evaluates the significant growth of peer-reviewed articles focused on people analytics published in ABS ranked journals between 2011 and 2021. Second, the study adopts a thematic analysis and coding process to identify the emerging themes in the existing people analytics literature, ensuring the comprehensiveness of the review. Third, this study focused and expanded upon the debates and issues evolving within the emerging field of people analytics and offers an updated agenda for the future of people analytics research.

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Insider econometrics meets people analytics and strategic human resource management

Cited by 26 publications

References 124 publications

Exploring the phenomenon of HR analytics: a study of challenges, risks and impacts in 40 large companies

Exploring the phenomenon of HR analytics: a study of challenges, risks and impacts in 40 large companies

Bibliometric Analysis of Hr Analytics Literature

Promise versus reality: a systematic review of the ongoing debates in people analytics

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