Table A1 Concepts and sources related to... | Emerald Publishing

Table A1

Concepts and sources related to enablers, applications, and value of PA

Applications	Descriptive: Adaptive scoring algorithm; competence analytics; employee engagement; employee sentiment analysis; expertise estimation and competence assessment; HR information retrieval, fusion and completion; intelligence applicants shortlisting; job scheduling; latent ability modeling; occupational skills normalization; online recruitment; real-time data collection; semantic web human resource resumes; skill assessment, identification and normalization; talent hiring, engagement and retention	Predictive/prescriptive: Dynamic talent flow analysis; expertise recommendation and allocation; prediction human resources modeling; predictive data profiling; proactive predictive decision on people matters; probabilistic learning framework; propensity modeling; sentiment analysis; turnover costs and recruitment decision; voluntary turnover prediction; workforce forecasting modeling; workplace attendance, accidents, injuries tracking
Value	Employee related: Appropriate recruitment profile selection; Employee attrition and loyalty analysis; Employee attrition prediction; Employee churn prediction; Employee engagement and commitment; Employee fraud risk management; Employee performance evaluation and rewards; Employee profiling; Employee reskilling and competence update; Employee sentiment analysis; Forecasting of HR capacity and recruitment needs; Global recruitment optimization; HR external and internal marketing; Improved employee experience; Job turnover and transition networks; Leadership development; Real-time workforce performance awareness; Skill-job fit, customized training/pay, and loyalty; Sustainable talent acquisition; Wage transparency
	Organization-wide: Automated decision-making; Automated management style; Business and organizational performance; Business value creation and business model innovation; Competitive advantage and enterprise analytics; Customer satisfaction; Data-driven decision-making; Data-oriented leadership; Evidence-based predictive decision-making; Managerial efficiency; Organizational agility; Organizational effectiveness; Organizational resilience; People-driven competitive advantage; Strategic change; Strategic execution of organizational plans; Support to agile project management; Support to organizational change management
Enablers/Barriers	Technological: AI; Chatbots; Cloud-based systems; Data clustering tools; Employee information systems; HR big data; HR databases; HR information systems; HR platforms; HR software and applications; HR statistic tools and algorithms; Internet of things devices and sensors; Job search engines; Machine learning applications; Multi-cue semantic information; Natural language processing; Neural fuzzy networks; Social media and professional networks
	Organizational: Academic and practitioner integration; Agile workforce analytics; Analytics function centralization; Analytics skills of HR professionals; Analytics team creation; Awareness of analytics opportunities; Awareness of challenges and criticisms; Data governance and ethics; Degree of individual adoption; Employees’ perceived accuracy and fairness; Ethics issues in HR data analysis and use; Focus on actionable insights; HRM team preparation and expertise; Knowledge and competence hubs; Organization and industry implementation barriers; Organizational complementarities; Organizational readiness; Outside-in approach with focus on actionable metrics; People specialist team creation; Performance pay policy; Privacy issues in HR data analysis and use; Six thinking hats approach; Virtue ethics approach
	Environmental: COVID-19 pandemic

Applications	Descriptive:Adaptive scoring algorithm; competence analytics; employee engagement; employee sentiment analysis; expertise estimation and competence assessment; HR information retrieval, fusion and completion; intelligence applicants shortlisting; job scheduling; latent ability modeling; occupational skills normalization; online recruitment; real-time data collection; semantic web human resource resumes; skill assessment, identification and normalization; talent hiring, engagement and retention	Predictive/prescriptive:Dynamic talent flow analysis; expertise recommendation and allocation; prediction human resources modeling; predictive data profiling; proactive predictive decision on people matters; probabilistic learning framework; propensity modeling; sentiment analysis; turnover costs and recruitment decision; voluntary turnover prediction; workforce forecasting modeling; workplace attendance, accidents, injuries tracking
Value	Employee related:Appropriate recruitment profile selection; Employee attrition and loyalty analysis; Employee attrition prediction; Employee churn prediction; Employee engagement and commitment; Employee fraud risk management; Employee performance evaluation and rewards; Employee profiling; Employee reskilling and competence update; Employee sentiment analysis; Forecasting of HR capacity and recruitment needs; Global recruitment optimization; HR external and internal marketing; Improved employee experience; Job turnover and transition networks; Leadership development; Real-time workforce performance awareness; Skill-job fit, customized training/pay, and loyalty; Sustainable talent acquisition; Wage transparency
	Organization-wide:Automated decision-making; Automated management style; Business and organizational performance; Business value creation and business model innovation; Competitive advantage and enterprise analytics; Customer satisfaction; Data-driven decision-making; Data-oriented leadership; Evidence-based predictive decision-making; Managerial efficiency; Organizational agility; Organizational effectiveness; Organizational resilience; People-driven competitive advantage; Strategic change; Strategic execution of organizational plans; Support to agile project management; Support to organizational change management
Enablers/Barriers	Technological:AI; Chatbots; Cloud-based systems; Data clustering tools; Employee information systems; HR big data; HR databases; HR information systems; HR platforms; HR software and applications; HR statistic tools and algorithms; Internet of things devices and sensors; Job search engines; Machine learning applications; Multi-cue semantic information; Natural language processing; Neural fuzzy networks; Social media and professional networks
	Organizational:Academic and practitioner integration; Agile workforce analytics; Analytics function centralization; Analytics skills of HR professionals; Analytics team creation; Awareness of analytics opportunities; Awareness of challenges and criticisms; Data governance and ethics; Degree of individual adoption; Employees’ perceived accuracy and fairness; Ethics issues in HR data analysis and use; Focus on actionable insights; HRM team preparation and expertise; Knowledge and competence hubs; Organization and industry implementation barriers; Organizational complementarities; Organizational readiness; Outside-in approach with focus on actionable metrics; People specialist team creation; Performance pay policy; Privacy issues in HR data analysis and use; Six thinking hats approach; Virtue ethics approach
	Environmental:COVID-19 pandemic

Source(s): Adopted from Margherita (2022) and Chong et al. (2020)