Tackling the HR digitalization challenge: key factors and barriers to HR analytics adoption
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Purpose This paper aims to contribute to the literature on human resources (HR) digitalization, specifically on HR analytics, disentangling the concept of analytics applied to HR and explaining the factors that hinder companies from moving to analytics. Therefore, the central research questions addressed in this study are: what does HR analytics encompass? What impedes the adoption of analytics in HR within organizations? Design/methodology/approach The authors performed a comprehensive literature review on analytics as applied in HR. The authors relied on two of the major multidisciplinary publication databases (i.e. Scopus and WoS). A total of 64 manuscripts from 2010 to 2019 were content analyzed. Findings The results reveal that there is an ongoing confusion on HR analytics conceptualization. Yet, it seems that there is an emerging consensus on what HR analytics encompasses. The authors have identified 14 different barriers for HR analytics adoption grouped into four categories, namely, data and models, software and technology, people and management. Grounding on them the authors propose a set of 14 key factors to help to successfully adopt HR Analytics in companies. Originality/value This paper brings clarity over the conceptualization of HR analytics by offering a comprehensive definition. Additionally, it facilitates business and HR leaders in making informed decisions on adopting and implementing HR analytics. Moreover, it assists HR researchers in positioning their p…
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HR technology facilitates the process of transforming workforce data into information, where executives, HR professionals and line managers can make strategic workforce decisions through its ability to conduct statistical and predictive analysis.
“Second, HR technology facilitates the process of transforming workforce data into information, where executives, HR professionals and line managers can make strategic workforce decisions through its ability to conduct statistical and predictive analysis (Aral et al., 2012;Fernandez and Gallardo-Gallardo, 2020).”
From Bridging the gap: why, how and when HR analytics can impact organizational performance (2022) · cites this paper as Fernandez and Gallardo-Gallardo, 2020
Cites
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The dark sides of people analytics: Reviewing the perils for organisations and employees
Giermindl, L. M., Strich, F., Christ, O., Leicht-Deobald, U., & Redzepi, A. (2022) · European Journal of Information Systems · doi:10.1080/0960085x.2021.1927213 · Cited by 331 · see citing works
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- Authors
- Fernandez, V., & Gallardo-Gallardo, E.
- Affiliations
- Universitat Politècnica de Catalunya (ES)
- Venue
- Competitiveness Review: An International Business Journal
- Publisher
- Emerald
- Published
- 2020-07-06
- Volume
- 31
- Issue
- 1
- Pages
- 162-187
- ISSN
- 1059-5422 (ISSN-L)
- OpenAlex
- W3039269141
- Cited by
- 225
- References
- 6
- Citations by year
- 2026: 32 · 2025: 40 · 2024: 66 · 2023: 47 · 2022: 26 · 2021: 12 · 2020: 2
- FWCI
- 23.50
- Type
- journal article
- Language
- en
- Open access
- green
- hdl.handle.net
- Licence
- Locations
- Competitiveness Review An International Business Journal incorporating Journal of Global Competitiveness (publishedVersion)
- LA Referencia (Red Federada de Repositorios Institucionales de Publicaciones Científicas) (acceptedVersion, cc-by-nc)
- UPCommons institutional repository (Universitat Politècnica de Catalunya) (acceptedVersion, cc-by-nc)
- 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, HR digitalization, organizational change
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