HR Analytics - is it just a management fad or actually a way of supporting better decision-making? : What are some important areas related to HR Analytics within organisations and in society?

Abstract

The role of Human Resources in organisations has changed considerably over time. Because of the data-driven world we live in, there is an increasing amount of possibilities to start analysing people data to support decision-making. This opportunity is seen by some as a potential way to make HR more strategically present. However, there is no proof of that being the result and many disagree. It appears to be a potential way for organisations to adapt a more evidence-based approach. Unfortunately, this kind of approach is rare, or even non-existent.

HR Analytics is linked to ethics. The fuzziness and lack of evidence to various approaches in HR Analytics highlights the importance of care in the way HR Analytics is conducted. This includes ethics, culture, law, but also limitations we have as humans such as biases.

The intent of this Bachelor’s thesis is to provide an overview of HRA while demonstrating the need for further research and a wider look at the topic. Currently the topic is addressed by many, but with little evidence. HR Analytics is a booming business in which all major consulting firms take part.