Measuring HR analytics maturity: supporting the development of a roadmap for data-driven human resources management

IF 4.1 3区管理学 Q2 BUSINESS

Management Decision Pub Date : 2024-07-23 DOI:10.1108/md-11-2023-2087

Elia Rigamonti, Luca Gastaldi, Mariano Corso

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引用次数: 0

Abstract

Purpose

Today, companies are struggling to develop their human resources analytics (HRA) capability, although interest in the subject is rapidly increasing. Furthermore, the academic literature on the subject is immature with limited practical guidance or comprehensive models that could support organisations in the development of their HRA capability. To address this issue, the aim of this paper is to provide a maturity model – i.e. HRAMM – and an interdependency matrix through which an organisation can (1) operationalise its HRA capability and assess its organisational maturity; (2) generate harmonious development roadmaps to improve its HRA capability; and (3) enable benchmarking and continuous improvement.

Design/methodology/approach

The research described in this paper is based on the popular methodology proposed by Becker et al. (2009) and the procedure for maturity evaluation developed by Gastaldi et al. (2018). This method combines academic rigour and field experience in analytics, in a process spanning eight main phases that involves literature reviews and knowledge creation techniques.

Findings

We define HRA maturity through four areas and 14 dimensions, providing a comprehensive model to operationalise HRA capability. Additionally, we argue that HRA maturity develops through an evolutionary path described in four discrete stages of maturity that go beyond traditional analytics sophistication. Lastly, the interdependency matrix reveals specific enablers for the development of HRA.

Practical implications

This paper provides practitioners with useful tools to monitor, evaluate and plan their HRA development path. Additionally, our research helps practitioners to prioritise their work and investment, generating an effective roadmap for developing and improving their HRA capability.

Originality/value

To the best of the authors’ knowledge, this study is the first to provide a model for evaluating the maturity of HRA capability plus an interdependency matrix to evaluate systematically the prerequisites and synergies among its constituting dimensions.

查看原文本刊更多论文

衡量人力资源分析的成熟度：支持制定数据驱动型人力资源管理路线图

目的如今，尽管人们对人力资源分析（HRA）的兴趣正在迅速增长，但企业在发展人力资源分析能力方面仍步履维艰。此外，有关该主题的学术文献尚不成熟，能够支持企业发展人力资源分析能力的实用指导或综合模型也很有限。为解决这一问题，本文旨在提供一个成熟度模型（即 HRAMM）和一个相互依存矩阵，通过该模型和矩阵，组织可以：（1）将其人力资源管理能力可操作化，并评估其组织成熟度；（2）生成和谐的发展路线图，以提高其人力资源管理能力；以及（3）实现基准测试和持续改进。设计/方法/途径本文所述研究基于 Becker 等人（2009 年）提出的流行方法和 Gastaldi 等人（2018 年）开发的成熟度评估程序。该方法结合了学术严谨性和分析领域的实战经验，其过程跨越八个主要阶段，涉及文献综述和知识创造技术。研究结果我们通过四个领域和 14 个维度定义了 HRA 成熟度，提供了一个可操作化 HRA 能力的综合模型。此外，我们还认为，HRA 成熟度的发展经历了四个离散的成熟阶段，超越了传统分析的复杂程度。最后，相互依存矩阵揭示了 HRA 发展的具体推动因素。此外，我们的研究还有助于从业人员确定工作和投资的优先次序，为开发和提高其 HRA 能力绘制有效的路线图。原创性/价值据作者所知，本研究首次提供了一个评估 HRA 能力成熟度的模型，以及一个相互依存矩阵，用于系统评估其构成维度之间的先决条件和协同作用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Management Decision Multiple-

CiteScore

8.20

自引率

8.70%

发文量

126

期刊介绍： ■In-depth studies of major issues ■Operations management ■Financial management ■Motivation ■Entrepreneurship ■Problem solving and proactivity ■Serious management argument ■Strategy and policy issues ■Tactics for turning around company crises Management Decision, considered by many to be the best publication in its field, consistently offers thoughtful and provocative insights into current management practice. As such, its high calibre contributions from leading management philosophers and practitioners make it an invaluable resource in the aggressive and demanding trading climate of the Twenty-First Century.