This study aims to examine the variables that impact the adoption of human resource (HR) analytics in Industry 5.0 and in the volatile, unpredictable, complex and ambiguous (VUCA) environment. The paper examines the elements that either promote or hinder the use of HR analytics.
This study used a mixed-methods approach. Initially, while conducting a qualitative study of 15 companies, 30 respondents became willing to participate in the interviews and share their experiences. Subsequently, a quantitative study was performed by a random selection of 26 organizations to get pertinent responses. The researchers conducted a random survey of 259 workers from these firms.
The research revealed that strong leadership support is crucial in building trust and minimizing employee resistance to using a data-driven strategy in HR analytics, particularly in a VUCA environment. Training programmes and support systems within a VUCA environment may help workers overcome skill gaps and alleviate fear of job security in the midst of transition.
The present study used a cross-sectional approach, so the ability to identify cause-and-effect linkages between elements and the use of HR analytics will be limited. In addition, researchers might use a longitudinal study design to monitor and analyse changes that occur over time.
First, it goes beyond a simple examination of HR analytics usage. It occupies a distinct and exceptional position in relation to the VUCA world, as well as the increasing challenges of Industry 5.0. This study also identifies the significance of employee’s personal characteristics while implementing HR analytics. This also leads to fascinating congruity between the results of the qualitative and quantitative analysis.
