People Analytics Enabling HR Strategic Partnership: A Review

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-09-23 DOI:10.1177/23220937221119599

Neha Suri, Pooja Lakhanpal

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引用次数: 2

Abstract

For more than two decades, academicians and practitioners have been theorising the role of people analytics in enhancing the efficiency, effectiveness and impact of the human resource (HR) management function, thereby prescribing people analytics as an enabler of HR strategic partnership. The objective of this study is to identify and synthesise existing literature on people analytics and its conceptualised efficacy. This is done with a view to assess how and why people analytics enhances HR as a field and elevates it to a function of strategic significance. The study uses the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) framework for systematic literature review to address the research objective. A total of 90 articles on the subject are identified majorly from Scopus. The analysis of this literature reveals four significant themes underscoring the role people analytics can play in enabling HR as a field and function. These include the following: (a) application of people analytics leads to greater vertical, horizontal and external alignment of the HR function; (b) people analytics facilitates better integration of HR management with the organisation’s strategic planning process; (c) people analytics aids the demonstration of causal links between HR management and business performance; and finally (d) people analytics endows the field with scientific rigour, consistency and resulting credibility. The study contributes to the existing knowledge on people analytics and HR strategy linkage by building a foundation and offering specific propositions for empirical enquiry relating the two. The significance of the study also emanates from its focus on the efficacy of people analytics which is being viewed as an HR approach with immense potential.

查看原文本刊更多论文

人力资源分析使人力资源战略伙伴关系:回顾

二十多年来，学者和从业者一直在理论化人员分析在提高人力资源(HR)管理职能的效率、有效性和影响方面的作用，从而规定人员分析作为人力资源战略合作伙伴关系的推动者。本研究的目的是确定和综合现有的文献对人的分析和其概念化的功效。这样做的目的是为了评估人员分析如何以及为什么会加强人力资源作为一个领域，并将其提升到具有战略意义的功能。本研究采用系统文献综述的首选报告项目和荟萃分析(PRISMA)框架来解决研究目标。共有90篇关于该主题的文章主要来自Scopus。对这些文献的分析揭示了四个重要的主题，强调了人员分析在使人力资源成为一个领域和功能方面可以发挥的作用。这些包括以下几点:(a)人员分析的应用导致人力资源职能更大的纵向，横向和外部对齐;(b)人力资源分析有助人力资源管理与机构的策略规划过程更有效地结合;(c)人员分析有助于证明人力资源管理与企业绩效之间的因果关系;最后(d)人员分析赋予该领域科学的严谨性、一致性和由此产生的可信度。本研究为人力资源分析和人力资源战略联系的现有知识提供了基础，并为两者相关的实证调查提供了具体的主张。这项研究的意义还在于它对人员分析的有效性的关注，这被视为一种具有巨大潜力的人力资源方法。

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

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.