... organisations in France and Canada with similar AI–HRM maturity. Data were collected through semi-structured interviews with HR analytics leaders overseeing AI–HR applications, HR professionals and line managers. Findings The study highlights certain trends and identifies two trajectories underpinning...

... et al., 2023). 18 10 2022 04 12 2023 29 03 2024 09 04 2024 © Emerald Publishing Limited 2024 Emerald Publishing Limited Licensed re-use rights only Performance Data quality HR analytics Talent analytics Analytical competency Human resources...

... to the original publication and authors. The full terms of this license may be seen at http://creativecommons.org/licences/by/4.0/ legalcode HR analytics HR attributions Datafication Perceived legitimacy High-involvement work practices Workplace surveillance The increased availability...

... and Boudreau, 2017 ; Fernandez and Gallardo-Gallardo, 2021). In line with this condition, the following terms were applied when searching for source titles, abstracts and keywords: HR analytics, human resource analytics, talent analytics, workforce analytics, people analytics, human capital analytics...

..., and Falletta and Combs (2021) have developed a framework with a seven-step cycle for building HRA capabilities. HR analytics People analytics HRM-as-practice Organizational performance Mutual gains Ethics Certain themes can be discerned in the literature about how to implement HRA...

... to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode People analytics HR analytics Workforce analytics Organizational performance The human resource management (HRM) function...

...Jorrit van der Togt; Thomas Hedegaard Rasmussen Purpose Sharing a practitioner perspective on the current value, challenges and future direction of HR analytics, from experience in a Fortune 500 company, to contribute to the development of the field in practice and academia. The paper aims...

... introduced in Beyond HR (Boudreau and Ramstad, 2007) and that Wayne and John have used in Investing in People (Cascio and Boudreau, 2011) and tried to advance since then. It is called the “LAMP” model, and it includes these elements: Organization effectiveness HR analytics Value...

...Alec Levenson; Alexis Fink Purpose The purpose of this paper is to address the barriers to the rapid development of effective HR analytics capabilities in organizations. Design/methodology/approach Literature and conceptual review of the current state of HR analytics. Findings “HR...

...Morten Kamp Andersen Purpose The purpose of this paper is to explore the question: human capital analytics (HR analytics) – are we there yet? It will seek to clarify what is meant by “being there yet” and it will argue that the most positive proponents for this field are way too optimistic about...

...Sjoerd van den Heuvel; Tanya Bondarouk Purpose Driven by the rapidly accelerating pace of technology-enabled developments within human resource management (HRM), human resource (HR) analytics is infiltrating the research and business agenda. As one of the first in its field, the purpose...

... only HR strategy HR analytics Change management Human capital Best practice CHRO I am often asked what constitutes best practice in people analytics and what makes some companies more successful than others in this field. The findings of a recent study by SHRM (2016) indicate that 79...

... Risk management HR strategy HR analytics It seems to be a law of nature, inflexible and inexorable, that those who will not risk cannot win (John Paul Jones). In the years following Second World War, Boeing was primarily a maker of military aircraft. Its famous B-52 bomber...