The DOI matches its Crossref record; 36 of the 36 references it cites were found in a registry or an index; 6 of the 23 sources its claims cite were checked for support.
People analytics—A scoping review of conceptual boundaries and value propositions
Open accessAbstract
This mixed-method ‘scoping review’ mapped the emergence of the term People Analytics (PA), the value propositions offered by vendors of PA tools and services and the PA skillsets being sought by professionals. Analysis of academic research and online search traffic since 2002 revealed changes in the relative trajectory of PA and conceptually related terms over the past fifteen years, indicating both the re-branding of similar innovations and a differentiation of priorities and communities of practice. The market in commercial PA tools and services is diverse, offering numerous functional and strategic benefits, although published evidence of these outcomes remains sparse. Companies marketing PA systems and services emphasise benefits to employers more than to personnel. Across the sources examined, including specialised online courses, PA was largely aligned with HRM, however its development reflects the shifting focus of HR departments from supporting functional to strategic organisational requirements. Consideration of ethical issues was largely absent.
Overview
AI snapshot
Written from the paper’s full text.
TL;DR
This scoping review maps the emergence of People Analytics (PA), vendor value propositions, and PA training using Google Trends, Scopus, vendor websites, and MOOCs. It finds PA terminology has diversified and rebranded since 2002, vendor claims emphasize employer benefits, empirical evidence for promised outcomes is sparse, and ethical issues are largely absent.
Key findings
- Analysis of academic research and online search traffic since 2002 revealed changes in the relative trajectory of PA and related terms over the past fifteen years, indicating both re-branding of similar innovations and differentiation of priorities and communities of practice. Google users began searching for People Analytics in 2005, and it overtook related terms in 2007; searches occurred in as many as 13 countries, with top terms varying by country (e.g., USA Human Capital Analytics, India Talent Analytics, Australia Workforce Analytics).
- The Scopus search yielded 58 relevant academic articles, almost all published in or after 2012; only three articles overlapped with Marler and Boudreau’s review (which shortlisted 14), while the HCA Group list encompassed 28 articles dating from 2002. Most publications came from Business, Management and Accounting, but technical disciplines were strongly represented in Scopus, and one fifth of recent Scopus articles were affiliated with IBM.
- All companies identified through online searches were either service providers or technology creators; their stated value propositions fell into overlapping categories: (A) better strategic decision making, (B) improved data handling, (C) improved people management, (D) new technological solutions, (E) direct impacts on HR or business outcomes, and (F) employee-oriented benefits. Companies marketing PA systems and services emphasised benefits to employers more than to personnel, and published evidence of these outcomes remained sparse.
- Only three MOOCs with relevant keywords were identified: two explicitly included PA, one used HR Analytics; all were introductory-level. Across sources, PA was largely aligned with HRM, and consideration of ethical issues was largely absent.
Methods
- Quasi-systematic scoping review following Arksey and O’Malley (2005), conducted in four phases: mapping PA-related terms via Google Trends; scoping academic research via Scopus (30/07/2017); scoping commercial PA tools and services via first-page Google results (30/07/2017); and scoping online training courses via the Wikipedia MOOC list (30/07/2017).
- Seven core keywords were refined after Phase 1: “HR analytics,” “Human Capital analytics,” “Human Resource analytics,” “People analytics,” “Talent analytics,” “Workforce analytics,” and “Employee analytics.” Analysis used open coding, benchmark lists from Marler and Boudreau and the HCA Group, Scimago journal classification, Isson and Harriott’s 7 PA pillars, Libert et al.’s vendor taxonomy, and the Nesta “Profile of a Perfect Data Analyst.”
Limitations
- The paper states that scoping reviews are exploratory and intended to provide insights rather than in-depth analysis; given rapid technological change, the review represents only a snapshot of the field to date. It also notes that the first page of Google results provides only a snapshot of the vendor ecosystem, that deeper iterative web searches and expert consultation would be valuable, that few empirical studies were found, that ethical considerations were largely absent, and that the HCA Group list was not systematically maintained.
- Evident from the text: vendor value propositions were drawn from online promotional narratives rather than independent evaluation; only three MOOCs were identified and course assessment was attempted without enrolling; and, consistent with scoping review design, included studies were not critically appraised for methodological quality.
Model-written summary. Check it against the paper before relying on it.
Integrity signals
Registry
Cites
Statistics
Verification
Claims the paper makes
48 Own result · 19 Own interpretation · 10 No full text of the sources · 5 No basis given · 4 Own method · 3 Supported · 3 Sources not found · 2 Partly supported · 1 Not checked yet · accuracy not yet measured
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“Although lawyers, ethicists and management scientists are already addressing some of these issues (e.g.Bodie, Cherry, McCormick, & Tang, 2017;Dagnino, 2017;Pasquale, 2015)”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
What the sources say
- Not matchedcites Bodie, Cherry, McCormick, & Tang, 2017
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Supportedcites Dagnino, 2017 source
Dagnino’s discussion of workforce analytics identifies risks in using employee data for managerial decisions (La workforce analytics: i big data al lavoro). The concluding section explicitly calls for attention to both the current legal context and future ethical implications of people analytics (5. Note conclusive). This supports citing the paper as an example of scholarship already addressing some of these issues. (LLM, conf=0.90)
- Not matchedcites Pasquale, 2015
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Not matched
The paper states this without a source or data behind it here, so there is nothing to check it against. The quote shows it is in the paper.
In the paper
“although published evidence of these outcomes remains sparse”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Across the sources examined, including specialised online courses, PA was largely aligned with HRM”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
The paper states this without a source or data behind it here, so there is nothing to check it against. The quote shows it is in the paper.
In the paper
“Companies marketing PA systems and services emphasise benefits to employers more than to personnel.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Analysis of academic research and online search traffic since 2002 revealed changes in the relative trajectory of PA and conceptually related terms over the past fifteen years”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Consideration of ethical issues was largely absent.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The two 'benchmark' lists did not have any article in common.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2. People analytics in published academic research 3.2.1. Comparison of search results with 'benchmark' lists
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“'Related words' used alongside the seven People Analytics search terms fell into several thematic clusters, based on our open coding (Appendix B).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.1. People analytics in online search trends
plainn = 7- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“almost all published in or after 2012.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2. People analytics in published academic research 3.2.1. Comparison of search results with 'benchmark' lists
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In the last 10 years, the most popular terms have been People Analytics and HR Analytics”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
- Probably not a substantial claim. 26
- It may state two separate claims as one. 26
- The quote only partly states this claim. 1
Every source the paper cites for this claim was checked and supports it.
In the paper
“which highlighted the importance of HR data for effective management and organisational efficiency (Tursunbayeva, Bunduchi, Franco, & Pagliari, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 1. Introduction
What the sources say
- Supportedcites Tursunbayeva, Bunduchi, Franco, & Pagliari, 2016 source
The Introduction says HR information systems provide leaders with crucial information for effective capacity planning and resource allocation. The Discussion adds that using HR information well can help create efficient health systems. Together, these passages support the claim in the health-care context. (LLM, conf=0.90)
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
- Supported
Every source the paper cites for this claim was checked and supports it.
In the paper
“Scoping reviews thus address broad rather than narrow research questions and seek to profile the literature and understand it holistically, rather than to critically appraise the methodological quality of individual studies (Holeman, Cookson, & Pagliari, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 2. Methods
What the sources say
- Supportedcites Holeman, Cookson, & Pagliari, 2016 source
The Methods, Study design section says scoping reviews often have broad research questions and map the landscape of evidence rather than formally assessing study quality. It also says they typically do not critically appraise study methodology, supporting the citing sentence’s contrast. (LLM, conf=0.93)
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. It may state two separate claims as one.
- Supported
Every source the paper cites for this claim was checked and supports it.
In the paper
“Scoping reviews are often used to examine emerging topics that are poorly understood, where research is at an early stage, or where pertinent knowledge is being generated outside academia.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 2. Methods
What the sources say
- Supportedcites Arksey and O'Malley (2005) source
The “What is a scoping study?” section describes scoping studies as useful for mapping complex or previously unreviewed areas, assessing whether research exists, and identifying gaps in the evidence base. The “Existing networks, relevant organisations and conferences” and “Framework Optional Stage: Consultation Exercise” sections describe finding unpublished work through organisations and gaining insights from practitioners and other stakeholders. Together, these support the citing sentence as a broad paraphrase. (LLM, conf=0.85)
- Supportedcites Holeman, Cookson, & Pagliari, 2016 source
The Methods (Study design) says scoping reviews are used to map nascent or scattered areas where academic database searches may be less fruitful. Its Table 2 says they map both peer-reviewed research and gray literature, supporting the point about knowledge generated outside academia. The Results (Limitations) likewise describes their use for emerging areas. (LLM, conf=0.91)
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Supported
The cited sources support only part of this claim — read each source’s verdict below.
In the paper
“PA promises to help organisations understand their workforce as a whole, as departments or work groups, and as individuals, by making data about employee attributes, behaviour and performance more accessible, interpretable and actionable (Pape, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 1. Introduction
What the sources say
- Partly supportedcites Pape, 2016 sourceExperimental — accuracy not yet measured
Section 4.1 (p. 9) describes analyses of employee performance and headcount, while section 4.2 (p. 10) says analyses can be broken down by location, role, department and manager. Appendix A (p. 13) includes decisions about individual employees. These passages support using HR analytics to understand the workforce at several levels, but they do not establish the claim that it makes employee data more accessible and interpretable. (LLM, conf=0.82)
plainconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
- Partly supported
The paper states this without a source or data behind it here, so there is nothing to check it against. The quote shows it is in the paper.
In the paper
“The market in commercial PA tools and services is diverse, offering numerous functional and strategic benefits”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Searches for Human Capital Analytics appeared and rose from 2004”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“These keywords included: HR Analytics and Human Resource Analytics; Information Systems including Human Resource Information Systems; and generic HR terms such as Human Resource or Human Resource Management.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
What the sources say
- Not checked — no full text of the sourcecites Marler and Boudreau, 2017 source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“indeed one fifth of recent articles found in Scopus are affiliated with IBM”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.2. Disciplinary focus
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“with our Scopus search terms was Human Capital, reflecting the focus of the HCA group.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Here, this enabled us to identify a more comprehensive set of search terms than we had previously been aware of”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Most significantly, technical disciplines such as the computing and mathematical sciences are strongly represented in Scopus and somewhat in Marler and Boudreau's lists but absent in the HCA group's list.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.2. Disciplinary focus
boosted- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Using our targeted search terms in Scopus yielded only studies published after 2008, whilst the HCA group's list goes back to 2002.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.2. Disciplinary focus
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
The paper states this without a source or data behind it here, so there is nothing to check it against. The quote shows it is in the paper.
In the paper
“and of including emerging terms such as “Human Capital Data”, “Human Resource data”, “Talent data”, “Workforce data”, “Analytics in HR”, “HR metrics”, “HR predictive analytics”, “Collaboration Analytics”, “People Intelligence”, “Labor Analytics” and “Relationship Analytics”.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
boosted- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“All of the companies identified through our online searches are either service providers or technology creators.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.4. Business value offered by PA
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Google users began searching for People Analytics in 2005”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The most popular keywords specified in articles derived from our Scopus search results were: Workforce Analytics; HR Analytics; Human Resource Management; People Analytics; and Human Resource Analytics.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.3. Search terms and authors' keywords represented in published articles
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“All three are introductory-level courses, explaining how PA can be used for diverse HRM practices (see Table 3).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.4. People analytics courses
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Rests on an assumption: The openly accessible information describing MOOC is sufficient to assess their learning objectives.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“While our broader scoping analysis reveals similar objectives, we note that vendors such as Accenture, IBM and QuestionPRO have begun to extend this to improvements in employee experience and satisfaction.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.6. Working definition
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The following overlapping categories of promised benefit emerged from the qualitative analysis of vendors' online marketing narratives:”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Stated value proposition:
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one. The quote only partly states this claim.
- Rests on an assumption: Vendors' online promotional narratives accurately represent the value propositions of their PA tools and services.
In the paper
“PA technology vendors offer IT systems for achieving these aims by making workforce intelligence and predictive analytics more accessible, thus supporting strategic decision making and improving business outcomes, reflecting the vision of 'actionable analytics' (Dykes, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.4. Business value offered by PA
What the sources say
- Not matchedcites Dykes, 2016
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. It may state two separate claims as one.
- Not matched
In the paper
“In practice, many of these terms are being used interchangeably, both by academics and vendors, although some practitioners align HR analytics with conventional HR and PA with a broader range of enterprise-level and strategic analytics (Van Vulpen, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.1. Terminological trends
What the sources say
- Not matchedcites Van Vulpen, 2016
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“some of which are covert or reach beyond the boundaries of organisations themselves.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“It also demonstrated the importance of widening searches beyond academic databases to uncover relevant grey literature”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
boosteddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“For example, the top search terms were, in the USA Human Capital Analytics, in India Talent Analytics and in Australia Workforce Analytics, while searches in the UK were more evenly spread across terms.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.1. People analytics in online search trends
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Cross-referencing vendors' stated solutions with the coded articles in our review revealed some overlap in vision and intentions, but little evidence of the benefits promised.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.4. Business value offered by PA
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Rests on an assumption: Vendors' online promotional narratives accurately represent the value propositions of their PA tools and services.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Most of the academic articles and PA courses included in our review approach PA as a sub-field of HR, which was also reflected in the headline curricula of the three MOOC.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.2. Affiliation and disciplinary focus
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“These included studies that focused on: collaborations (e.g.studying work patterns from employees' collaboration activities); diversity and inclusion (e.g.understanding how demographic factors and workforce composition can affect individual, team or organisational performance); People Risks (e.g.quantifying human risks and reviewing existing risk measures); and inter-organisational relationships (”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.4. PA objectives/practices represented in the articles
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Academic articles specific to PA emerged only in the last two years and this is now the most popular of the relevant terms according to Google Trends, closely followed by HR Analytics.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.1. Terminological trends
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A result the paper reports from its own data — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The results of our scoping review demonstrate the emergence of the term People Analytics and related concepts over the last 15 years, both within academic research and in online searches.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4. Discussion
boosted- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“The most popular objectives and practices, based on Isson and Harriot's 7 pillars model, were performance assessment and development and employee lifetime values; onboarding, culture fit, and engagement, and workforce planning.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.3. Objectives of PA
What the sources say
- Not matchedcites Isson and Harriot's 7 pillars model
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“indicating both the re-branding of similar innovations and a differentiation of priorities and communities of practice”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Abstract
hedgeddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“Despite this potential, PA is still not well understood in the business or academic communities (Marler & Boudreau, 2017) beyond HR innovators, or in high-risk sectors such as defence and financial services, where such practices are often shrouded in commercial secrecy.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 1. Introduction
What the sources say
- Not checked — no full text of the sourcecites Marler & Boudreau, 2017 source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“With advances in privacy regulations, such as recently enforced European General Data Protection Directive, PA practitioners may soon have to re-think some of these approaches.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Other recent trends include the use of linked employee data and analytics as a substitute for conventional psychometric testing in the acquisition and management of talent”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.3. Objectives of PA
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“In the meantime, the growth in professional conferences focused on PA (e.g. the Wharton People Analytics Conference or HR Analytics India Summit 2017) indicates the desire, primarily amongst international HR professionals, to fill this gap.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.5. PA skills being sought
hedgeddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. The paper may give no reason why it holds.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Since PA is an emergent topic it was appropriate to use this broad approach rather than concentrating on a narrow and likely unrepresentative academic research literature and specific and narrow research questions.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 2. Methods
plainconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The emergence of these categories illustrates the rapid development and diversification of the field, as already discussed with reference to terminologies and disciplines.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.3. Objectives of PA
plaindirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Manual inspection of the pre-and post-2008 publications suggests that PA emerged from organisational psychology and psychometrics but has since been marked by a trend towards the computing and data sciences.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.2.2. Disciplinary focus
hedgedcorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“Given the rapid pace of technological change, this represents only a snapshot of the field to date.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“They also suggest a re-branding of similar concepts by successive practitioner cohorts and vendors, as they seek to differentiate their knowledge, services or products in a competitive market.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.1. Terminological trends
hedgeddirect- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. The paper may give no reason why it holds.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Nevertheless, the increasing inclusion of PA within university curricula on business and management (e.g. the HR Analytics and Research course from the University of Denver, USA), along with new programmes in data science (e.g. the MSc in Data Science, Technology and Innovation from the University of Edinburgh, UK), and the emergence of other relevant online courses (e.g.People Analytics training”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.5. PA skills being sought
hedgedconditional- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“To check the inclusivity of our search results, the titles of articles judged to be relevant were cross-referenced with those appearing in two benchmark literature sources”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 2.2. Scoping relevant academic research (Addresses objectives 1 and 2)
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
What the paper did — it cites no source for this, so there is none to check. The quote shows it is in the paper.
In the paper
“The first page of Google results arising from each key search term provides only a snapshot of the vendor ecosystem.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: fails — The paper may give no reason why it holds.
Probably not a substantial claim. The paper may give no reason why it holds.
None of the sources cited for this claim have been checked yet.
In the paper
“An increasing emphasis on measuring people risks (Marsh Risk Consulting, 2017) via analytics is also noteworthy, including not only conventional risks such as staff attrition, organisational reputation or customer safety, but also new forms of cyber-risk for which these new methods are well-suited, such as hack vulnerability or data theft (e.g.Royal & Windsor, 2016).”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.3. Objectives of PA
What the sources say
- Not matchedcites Marsh Risk Consulting, 2017
Couldn’t be matched to a paper in Crossref, so it can’t be checked.
- Not checked — no full text of the sourcecites Royal & Windsor, 2016 source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
- Not matched
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“The Internet cluster seems to be unique to the People Analytics keyword, suggesting that the scope of the PA concept extends beyond internal HR processes and practices.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.1. People analytics in online search trends
hedgedcorrelationaln = 7- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: unclear — It is unclear whether the paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Examples include the monitoring of personal social media or email activity, which have implications for privacy”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it.
A conclusion the paper draws from its own results — it cites no other source for it, so there is none to check. The quote shows it is in the paper.
In the paper
“Our analysis of the PA-associated terms used in academic sources and in Google searches reveals an evolving and diversifying field originating in the traditional HRM profession (historically influenced by industrial psychology), through a critical period of innovation in digital infrastructure, technologies and analytical capabilities, reflecting broader trends in the digital economy over the”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.1. Terminological trends
plaincorrelational- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: passes — The paper’s conclusions depend on it.
- Based: passes — The paper gives a reason why it holds.
It may state two separate claims as one.
In the paper
“For our analysis we included only the organic results (Ratliff & Rubinfeld, 2014), and omitted paid advertisements.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 2.3. Scoping commercial PA tools and services (Addresses objectives 2 and 3)
What the sources say
- Not checked — no full text of the sourcecites Ratliff & Rubinfeld, 2014 source
plain- Asserted: passes — The authors put it forward as true.
- Checkable: passes — It can be checked against evidence.
- Load-bearing: fails — The paper’s conclusions may not depend on it.
- Based: passes — The paper gives a reason why it holds.
Probably not a substantial claim. The paper’s conclusions may not depend on it. It may state two separate claims as one.
The paper relies on this without support.
Vendors' online promotional narratives accurately represent the value propositions of their PA tools and services.
“We then reviewed the narrarative in vendors' online promotional material, to identify the specified or implied benefits offered to prospective purchasers (value proposition).”
The paper relies on this without support.
The openly accessible information describing MOOC is sufficient to assess their learning objectives.
“After examining the openly accessible information describing each course, we extracted those most closely related to PA and attempted to assess their learning objectives, insofar as this was possible without enrolling.”
The paper relies on this without support.
People analytics is an emerging area.
“the intention here was to provide insights about this emerging area”
Claims other papers make about this one
Each is checked against this paper’s own text: does it say what the citing paper says it does?
The source backs part of the claim, not all of it — or backs it for a different population, condition or comparison.
In the citing paper
“few are meaningfully engaging with the important ethical challenges and risks these present for employees' privacy, autonomy and future work opportunities (Tursunbayeva et al., 2018).”
From The ethics of people analytics: risks, opportunities and recommendations (2022) · cites this paper as Tursunbayeva et al., 2018
Experimental — accuracy not yet measuredThe source backs part of the claim, not all of it — or backs it for a different population, condition or comparison.
In the citing paper
“there has been little academic research on the topic of PA, despite the mushrooming market penetration of vendor solutions and widespread corporate interest in engaging with these innovations.”
From The ethics of people analytics: risks, opportunities and recommendations (2022) · cites this paper as Tursunbayeva et al., 2018
Experimental — accuracy not yet measuredThe source backs part of the claim, not all of it — or backs it for a different population, condition or comparison.
In the citing paper
“Our analysis indicates that discussion of ethical issues in PA has appeared in the academic and grey literature mainly (although not extensively) in the last three yearsmore than a decade after the first PA articles were published (Tursunbayeva et al., 2018).”
From The ethics of people analytics: risks, opportunities and recommendations (2022) · cites this paper as Tursunbayeva et al., 2018
Experimental — accuracy not yet measuredThe source backs part of the claim, not all of it — or backs it for a different population, condition or comparison.
In the citing paper
“Currently, in HR Analytics, algorithmic HRM primarily augments HRM decision-making in that human decision makers may choose not to act on algorithmic-enabled insights or choose alternatives that are not necessarily predicted to be optimal by an algorithm (Rasmussen & Ulrich, 2015;Tursunbayeva et al., 2018).”
From Algorithmic human resource management: Synthesizing developments and cross-disciplinary insights on digital HRM (2021) · cites this paper as Tursunbayeva et al., 2018
Experimental — accuracy not yet measured
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
Each contradiction between two passages listed here was confirmed by an independent check.
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.1. Terminological trends
“Google searches for one or more of our key terms took place in as many as 13 countries”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 5. Conclusions, caveats and recommendations
“Country UK USA India Australia Canada Other countries HR Analytics 20 20 68 21 20 Singapore (100) Netherlands (59) Brazil (2) Germany (10) Spain (8) UAE (40) Philippines (30) People Analytics 51 44 27 43 50 Singapore (100) Netherlands (40) South Africa (27) Brazil (19) Germany (17) Spain (11) Poland (3)”
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 3.4. People analytics courses
“Two explicitly include the term PA, both originating from universities, one in Russia and one in the USA.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.5. PA skills being sought
“only three such courses, only one of which was explicitly labelled as "People analytics"”
Rated minor: it would not touch a result — a value no result rests on, a p-value that stays on the same side of the significance level, or a conflict that is clerical, resolved elsewhere in the paper, or outside its own findings.
In the paper
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > 4.4. Business value offered by PA
“All of the companies identified through our online searches are either service providers or technology creators.”
§ People analytics-A scoping review of conceptual boundaries and value propositions ☆ > Not specified
“| Network orchestrators | | | | | | | | | | | TechTarget | | | | + | + | | | | |”
Citations
Cites
Scoping studies: towards a methodological framework
Arksey, H., & O'Malley, L. (2005) · International Journal of Social Research Methodology · doi:10.1080/1364557032000119616 · Cited by 36,742
The Discovery of Grounded Theory: Strategies for Qualitative Research
Glaser, B. G., & Strauss, A. L. (2017) · Aldine (Routledge reprint) · doi:10.4324/9780203793206 · Cited by 25,789
The Discovery of Grounded Theory
Glaser, B. G., & Strauss, A. L. (2017) · Routledge eBooks · doi:10.4324/9780203793206-1 · Cited by 8,403
Beyond the hype: Big data concepts, methods, and analytics
Gandomi, A., & Haider, M. (2015) · International Journal of Information Management · doi:10.1016/j.ijinfomgt.2014.10.007 · Cited by 4,226
Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System
Bowen, D. E., & Ostroff, C. (2004) · Academy of Management Review · doi:10.5465/amr.2004.12736076 · Cited by 2,996
The Black Box Society: The Secret Algorithms That Control Money and Information
(2016) · Contemporary Sociology: A Journal of Reviews · doi:10.1177/0094306116641409c · Cited by 1,334
The use of google trends in health care research: a systematic review
Nuti, S. V., Wayda, B., Ranasinghe, I., Wang, S., Dreyer, R. P., Chen, S. I., & Murugiah, K. (2014) · PLoS ONE · doi:10.1371/journal.pone.0109583 · Cited by 1,086
An evidence-based review of HR Analytics
Marler, J. H., & Boudreau, J. W. (2017) · The International Journal of Human Resource Management · doi:10.1080/09585192.2016.1244699 · Cited by 913
HR and analytics: Why HR is set to fail the big data challenge
Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., & Stuart, M. (2016) · Human Resource Management Journal · doi:10.1111/1748-8583.12090 · Cited by 633
Organizations as complex adaptive systems: Implications of Complexity Theory for leadership research
Schneider, M., & Somers, M. (2006) · The Leadership Quarterly · doi:10.1016/j.leaqua.2006.04.006 · Cited by 599 · cited 1×
“Although most organisational theorists and leaders now recognise organisations as complex adaptive socio-technical systems (Schneider & Somers, 2006) interest in using data analytics and visualisation tools to render this complexity into a more comprehensible and actionable forms is growing…”
Background
Research works printed but not linked: 4
- Libert, 2016, Why are we still classifying companies by industry?, Harvard Business Review
- Massey, 2017, People Analytics, Coursera, 2017
- Pagliari, 2018, People analytics – pathway to organisational enlightenment or ethical minefield? Professional development workshop, British Academy of Management Conference
- Scimago Journal Ranking Portal, 2017. Scimago Journal & Country Rank.
Cited by
Sorted by citations
Items 201–263 of 263
Mariano, R., de Castro, G. Z., de Jesus, A. C. C., de Lima, J. D. A. A., Vieira, A. G., & Brandão, W. C. (2024) · Lecture notes in business information processing · doi:10.1007/978-3-031-64748-2_9
Navigating Artificial Intelligence: Implications for the World of Work and Human Resource Management
Tursunbayeva, A. (2024) · Contributions to management science · doi:10.1007/978-3-031-75266-7_3
Self-citationTursunbayeva, A. (2024) · Contributions to management science · doi:10.1007/978-3-031-75266-7_6
Self-citationUmsetzung von People Management
Borchert, M. (2024) · Springer eBooks · doi:10.1007/978-3-662-70277-2_6
Foreseeing Worker Attrition Using Machine Learning
Laxmikanth, P., Prasad, P. M. V., Jitendra, S., & Yashwanth, A. (2025) · Springer proceedings in mathematics & statistics · doi:10.1007/978-3-031-51338-1_33
Takacsova, Z., & Petrinec, F. (2025) · Studies in systems, decision and control · doi:10.1007/978-3-031-80935-4_13
Aspectos de uma cultura baseada em dados na área de gestão da remuneração em uma indústria
Batista, F. I. D. N., & Lopes, L. L. S. (2025) · Revista Visão Gestão Organizacional · doi:10.33362/visao.v14i1.3743
Alonso-Sastre, A.-I., Pardo, J., Cortijo, O., & Falcó, A. (2025) · Merits · doi:10.3390/merits5020014
G, M., & Sisodiya, D. S. (2025) · INTERNATIONAL JOURNAL OF CREATIVE RESEARCH THOUGHTS · doi:10.56975/ijcrt.v13i6.288942
Manggala, R. K., Yulianto, P., & Setyorini, D. (2025) · JBMP (Jurnal Bisnis Manajemen dan Perbankan) · doi:10.21070/jbmp.v11i2.2192
HR analytics maturity indicators: developing a measurement scale
Özkanlı, F. M., & Gök, S. (2025) · Journal of Work-Applied Management · doi:10.1108/jwam-05-2025-0083 · Cited by 4
Understanding the Employee: A Qualitative Study on Human Resources Analytics Practices
Yıldız, F. Z. (2025) · Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi · doi:10.30798/makuiibf.1562349
Impact of Generative AI in Transformation of Entrepreneurship in India
Yadav, P. V., Ahiwale, A., Jadhav, P. S., Kudare, R., Wable, K. A., & Anpat, D. (2025) · International Conference on Inventive Systems and Control (ICISC) · doi:10.1109/icisc65841.2025.11188975
Anthun, K. S., Anthun, K. S., Håland, E., & Lillefjell, M. (2024) · Figshare · doi:10.6084/m9.figshare.27124057
Hai, N. M., Hai, H. T. Q., Dao, T. Q., Nguyen, M. T. C., & Giang, M. V. T. (2025) · SSRN Electronic Journal · doi:10.2139/ssrn.5974938
HR analytics: a centralizing or decentralizing force?
Lehmann, J. (2025) · The International Journal of Human Resource Management · doi:10.1080/09585192.2025.2602086 · Cited by 1
Ghost ads in recruitment: a conceptual exploration
Emre, O. (2026) · Employee Relations · doi:10.1108/er-06-2025-0423
The Disruptive Impact of People Analytics on Manager-Employee Relations
Levi, C., Pickett, K., Smith, R., & Germain, M. (2026) · IGI Global eBooks · doi:10.4018/979-8-3693-3844-5.ch009
Akther, N., Hamid, Z. A., & Juhdi, N. (2026) · Multidisciplinary Reviews · doi:10.31893/multirev.2026419
HRM and Leadership in the Digital Era
Madanchian, M. (2026) · Emerald Group Publishing Limited eBooks · doi:10.1108/978-1-80592-897-320261004
Pushpalatha, S., & Duraipandian, R. (2026) · IGI Global eBooks · doi:10.4018/979-8-3373-4307-5.ch016 · Cited by 1
The evaluation of learning organization and employee performance with bibliometric analysis
Aman, S., & Surwanti, A. (2026) · Discover Education · doi:10.1007/s44217-026-01305-3 · Cited by 1
Human–AI Collaboration in HRM: Balancing Efficiency, Fairness and Strategic Value
Rao, V., & Rahmani, M. (2026) · Emerald Group Publishing Limited eBooks · doi:10.1108/978-1-83549-009-920261009
Strategic Engagement, Sustainability and Stakeholder Relations
(2026) · Emerald Group Publishing Limited eBooks · doi:10.1108/978-1-83549-009-920261014
ІНФОРМАЦІЙНЕ ЗАБЕЗПЕЧЕННЯ ОЦІНЮВАННЯ ЛОЯЛЬНОСТІ ПЕРСОНАЛУ В УМОВАХ ЦИФРОВІЗАЦІЇ СУСПІЛЬСТВА
Panchenko, V. A. (2026) · ГРААЛЬ НАУКИ · doi:10.36074/grail-of-science.20.02.2026.084
From AI-driven HRM to engaged employees: the critical role of perceived organizational justice
Abdelal, A. M., Shehata, G. M., & Younis, R. A. A. (2026) · Management & Sustainability An Arab Review · doi:10.1108/msar-12-2025-0521 · Cited by 1
Karatanov, O., & Tikhvynskyi, O. (2026) · Lecture notes in networks and systems · doi:10.1007/978-3-032-22382-1_42
Alonso-Sastre, A.-I., Pardo, J., Meijerink, J., & Falco, A. (2026) · SSRN Electronic Journal · doi:10.2139/ssrn.6850023
Retracted: Predictive Analytics in HR: Using AI For Future Workforce Trend Analysis
Chowdhury, S., Chaudhry, M., Rana, D. S., Kaur, R. A., & Patel, M. (2025) · International Conference on Computational Engineering, Sensing Technology and Management (ICCETM) · doi:10.1109/iccetm66557.2025.11557823
RetractedAutomating Administrative Tasks: Efficiency And Accuracy Through AI And Machine Learning
Rajharia, P., Divesh, R., & Chouhan, U. (2025) · International Conference on Computational Engineering, Sensing Technology and Management (ICCETM) · doi:10.1109/iccetm66557.2025.11557634
Moreira, C. A. C., Lopes, B., & Cella, P. (2026) · Revista de Ciência da Computação · doi:10.22481/recic.v8i1.19583
The Challenges and Promises of People Analytics: A Critical Reappraisal
Coker, D. C., Bobek, V., Rajesh, A., Bhardwaj, S., & Nagdev, K. (2026) · Diversity and inclusion research · doi:10.1007/978-3-032-11922-3_7
Pita, L. J. R., Pérez, M. S., Perdigones, A. B., & Campos-Blázquez, J. R. (2026) · SSRN Electronic Journal · doi:10.2139/ssrn.7073994
An Evaluation of AI-Enabled Social Media Platforms in Enhancing Talent Acquisition Effectiveness
Priya, K. C., Kumar, G. K., Ramya, C., Sivanandam, D., Saritha, T., & Madhavi, T. (2026) · International Conference on Electronics, Computers and Artificial Intelligence (ECAI) · doi:10.1109/ecai69016.2026.11613785
Budak, M. C., & Soyer, A. (2026) · Quality & Quantity · doi:10.1007/s11135-026-03005-4
Hajiagha, S. H. R., Mahdiraji, H. A., Soltani, F., Pang, G., Sakka, G., & Hedayati, S. K. (2026) · Strategic Change · doi:10.1002/jsc.70113
Reyes-Sánchez, J. D. J., García-Camacho, M. A., Burgos, A. P. C., Luján, J. M. B., & Alvarez, H. J. (2026) · Advances in computational intelligence and robotics book series · doi:10.4018/979-8-3373-5213-8.ch005
Measuring Dignity in Organizations
Gaurav, K., Ray, A. S., Singh, P., Srivastava, S., Thakur, P., & Banerjee, S. (2026) · IGI Global eBooks · doi:10.4018/979-8-3373-8973-8.ch018
A Distributed Agentic Model for Enterprise Workflow Coordination
swathi, Molugari, S. D., Kamal, L. P. R., & Bhaskar, S. (2026) · Lecture notes in networks and systems · doi:10.1007/978-3-032-28293-4_38
Luzi, E., Ndou, V., Ndrecaj, V., & Teta, J. (2026) · Administrative Sciences · doi:10.3390/admsci16080387
189Chapter 12 ESG-Driven Workforce Analytics for Responsible and Sustainable Enterprise Growth
Trivedi, A., Kandpal, V., González, E. D. R. S., Juyal, S. A., & Yıldırım, S. (2026) · De Gruyter eBooks · doi:10.1515/9783112237687-012
Singh, A., & Rishi, N. (2026) · De Gruyter eBooks · doi:10.1515/9783112237687-018
Chinda, V. (2026) · SSRN Electronic Journal · doi:10.2139/ssrn.7346540
Yahiaoui, N. E. H. (2026) · Journal of Engineering Management and Competitiveness · doi:10.5937/jemc2600008y
The primacy of ethical governance: Unraveling the AI-HRM adoption paradox in an emerging economy
Poo-Udom, A. (2026) · Social Sciences & Humanities Open · doi:10.1016/j.ssaho.2026.103554
Karunarathne, L., Ganesan, S., Somasiri, N., & Karunarathne, K. (2026) · Recent Research Reviews Journal · doi:10.36548/rrrj.2026.2.007
Wang, S. (2026) · Journal of Organizational and End User Computing · doi:10.4018/joeuc.422086
Manoli, A., Triantari, S., & Zervas, I. M. (2026) · Dia-noesis. · doi:10.12681/dia.46975
People analytics na avaliação por pares de competências dos colaboradores no contexto empresarial
Zanette, A., & Kemczinski, A. (2026) · AtoZ novas práticas em informação e conhecimento · doi:10.5380/atoz.v15.97816
Forecasting the Future of Work
Odom, G. (2026) · Advances in computational intelligence and robotics book series · doi:10.4018/979-8-3373-9599-9.ch008
Jain, V., Bedi, S. S., & Lathabhavan, R. (2026) · International Journal of Productivity and Performance Management · doi:10.1108/ijppm-11-2025-1158
Sushil B. Paliwal, J. N. S., Jaid, S. P. T. T. S., & Walse, J. R. R. S. P. (2026) · International Journal of Advanced Research in Science Communication and Technology · doi:10.48175/ijarsct-38439
Akram, W., Ali, Z., Safdar, A., & Akram, S. (2026) · Priviet Social Sciences Journal · doi:10.55942/pssj.v6i9.2230
Hai, N. M., Hai, H. T. Q., Dao, Q. T., Minh, N. T. C., & Mai, G. V. T. (2026) · Social Sciences & Humanities Open · doi:10.1016/j.ssaho.2026.103730
Dodke, A., Wani, K., Korade, S., & Kumari, M. (2026) · International Conference on Innovation & Growth in Next-Gen Intelligent Technology & Engineering (IGNITE) · doi:10.1109/ignite69592.2026.11706291
Barbosa, I., & de Oliveira, E. R. (2026) · Management Research The Journal of the Iberoamerican Academy of Management · doi:10.1108/mrjiam-09-2026-2109
Bazzoli, A., Vo, T. T., Campillo-Martínez, A., Downey, A. N., Gifford, L. P., & French, B. F. (2026) · Frontiers in Organizational Psychology · doi:10.3389/forgp.2026.1861006
Navigating Organizational Resistance to AI in the Travel Industry
Srivastava, A. P., Rajora, H., & Rathnasiri, M. S. H. (2026) · Advances in computational intelligence and robotics book series · doi:10.4018/979-8-2600-0522-4.ch011
Performance Management and Workforce Analytics in Tourism
Kanwal, P., Verma, A., Subramanian, J., Thakur, S., & Hung, T. H. (2026) · Advances in computational intelligence and robotics book series · doi:10.4018/979-8-2600-4962-4.ch007
Digital transformation in human resources: a case study of five-star hotels
Akel, G. (2026) · Central European Management Journal · doi:10.1108/cemj-06-2025-0155
Pandey, R. R., Mohammed, A. R., Chawra, V. S., Divya, K. H., Balakrishnan, S., Sayyad, S., & Bongale, A. M. (2026) · Journal of Computers Mechanical and Management · doi:10.57159/jcmm.5.5.261331
Digitalizing the Human Asset: Scaling Technical Competency Through RPA-Driven Analytics
Kalbani, F. A., Abri, A. T. A., & Hinai, I. (2026) · Abu Dhabi International Petroleum Exhibition & Conference (ADIPEC) · doi:10.2118/235610-ms
Metadata
- Authors
- Tursunbayeva, A., Di Lauro, S., & Pagliari, C.
- Affiliations
- University of Molise (IT)
- University of Edinburgh (GB)
- Corresponding author
- Tursunbayeva, Aizhan
- Venue
- International Journal of Information Management
- Publisher
- Elsevier BV
- Published
- 2018-12
- Volume
- 43
- Pages
- 224-247
- ISSN
- 0268-4012 (ISSN-L)
- OpenAlex
- W2889180445
- Cited by
- 263
- References
- 32
- Citations by year
- 2026: 57 · 2025: 33 · 2024: 41 · 2023: 47 · 2022: 31 · 2021: 28 · 2020: 20 · 2019: 5 · 2018: 1
- FWCI
- 22.41
- Type
- journal article
- Language
- en
- Open access
- hybrid
- doi.org
- Licence
- Locations
- International Journal of Information Management (publishedVersion, cc-by-nc-nd)
- RePEc: Research Papers in Economics (submittedVersion)
- Edinburgh Research Explorer (University of Edinburgh) (submittedVersion, cc-by-nc-nd)
- CINECA IRIS Institutial research information system (Parthenope University of Naples) (submittedVersion)
- Funders
- HSBC Bank USA
- Università degli Studi di Napoli Federico II
- Research Councils UK
- University of Edinburgh
- Università degli Studi del Molise
- Economic and Social Research Council (ES/L007487/1)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employer Branding and e-HRM
- Social Sciences › Business, Management and Accounting › Management Information Systems › Big Data and Business Intelligence
- Keywords
- HR analytics, value proposition, human resource management, strategic human resource management, conceptual boundaries, employer benefits
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
A language model drew the claims from the paper on 2026-11-03, under version 3 of the claim definition (model deepseek-v4.1-flash, prompt extract-v3).
A second model labelled each claim on 2026-11-03 (model jev-1.13-20260917, definition revision gold-guideline-v0.2).
Cited sources are checked with a language model’s help (gpt-6-sol).
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review
