Organizer: Janet H. Marler, U. at Albany, State U. of New York
Organizer: Dana B. Minbaeva, Copenhagen Business School
Presenter: Esther Bongenaar, Shell International
Presenter: Sharna Lee Wiblen, U. of Wollongong
Presenter: Jover Placid, Unilever
Presenter: Alec Levenson, U. of Southern California
Presenter: Mark Huselid, Northeastern U.
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| HR Analytics is a human resource management practice, which is enabled by information technology that uses multiple sources of data to establish business impact and enable data-driven decision-making. There is growing interest in HR Analytics in practice and research coinciding with the rising availability of readily accessible data and with an increasing interest in the development of evidence-based management (Bassi, Carpenter, & McMurrer, 2012). Further, there is evidence companies that use HR Analytics are more productive (Aral, Brynjolfsson & Wu, 2012; Marler & Boudreau, In Press), have more effective HR practices, and more credible HR teams (Bersin, Houston & Kester, 2014). However, a 2015 study undertaken by Deloitte found that although 75% of surveyed companies believe that using HR Analytics is important for business performance, but only 8% evaluate their organizational capabilities in this area as “strong” (Schatzky & Scwartz, 2015). Several consultancy reports and numerous LinkedIn blogs concur: despite the vastness of available corporate data, organizations have been slow to develop their HR Analytic capabilities. Why do companies struggle to implement HR Analytics? From numerous conversations with managers in various companies, three consistent challenges emerge: The step from metrics to more advanced analytics often proves too difficult because of the lack of knowledge and skills to show business impact, poor data, and absence of analytical competences amongst HR professionals (Levenson, 2011; Marler & Boudreau, forthcoming; Minbaeva & Paauwe, 2015). The objective of the PDW is to tackle these challenges by combining insights and experiences about HR Analytics from academic and professional worlds and to draw broader policy implications for management education and development. |