Öz
Since the early 2000s, the use of analytics in Human Resources (HR) has become increasingly widespread. With the spread of analytical applications, it is thought that the Human Resources Department will contribute more to making effective decisions in organizations. This study investigates the fundamental differences between organizations that use and do not use Human Resources Analytics (HRA). The research was carried out by collecting data from organizations operating in different sectors in Turkey. The organizations participating in the survey were compared in terms of the organization's total age, turnover (2022) and number of employees, and it was investigated whether these variables had an impact on the use of HRA. In addition, in organizations that stated that they used HRA, it was also investigated how long these practices have been carried out and by which function they were carried out. The results have been analyzed in the context of descriptive statistics and finalized according to the responses received from a total of 175 organizations, and it was observed that the main difference in the use of HRA emerged in the context of the number of employees and organizational turnover. Moreover, by conducting a t-test for organizational age, it was concluded that the age of organizational age creates a difference in the use of HRA. Additionally, it has been determined that more than half of the organizations that apply analytics have been using HRA for less than 5 years and analytics applications are not carried out by a separate analytics team.
Anahtar Kelimeler
HR analytics Big data Organizational management Technology usage
Kaynakça
- Fernandez, V., & Gallardo-Gallardo, E. (2021). Tackling the HR digitalization challenge: Key factors and barriers to HR analytics adoption. Competitiveness Review: An International Business Journal, 31(1), 162–187.
- Levenson, A., & Fink, A. (2017). Human capital analytics: Too much data and analysis, not enough models and business insights. Journal of Organizational Effectiveness: People and Performance, 4(2), 145–156.
- Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32(2), 100795.
Öz
Kaynakça
- Fernandez, V., & Gallardo-Gallardo, E. (2021). Tackling the HR digitalization challenge: Key factors and barriers to HR analytics adoption. Competitiveness Review: An International Business Journal, 31(1), 162–187.
- Levenson, A., & Fink, A. (2017). Human capital analytics: Too much data and analysis, not enough models and business insights. Journal of Organizational Effectiveness: People and Performance, 4(2), 145–156.
- Margherita, A. (2022). Human resources analytics: A systematization of research topics and directions for future research. Human Resource Management Review, 32(2), 100795.
Ayrıntılar
| Birincil Dil | İngilizce |
|---|---|
| Konular | Çevresel ve Sürdürülebilir Süreçler |
| Bölüm | Makaleler |
| Yazarlar | |
| Erken Görünüm Tarihi | 28 Aralık 2023 |
| Yayımlanma Tarihi | 30 Aralık 2023 |
| Yayımlandığı Sayı | Yıl 2023Cilt: 26 |
