HR and analytics: why HR is set to fail the big data challenge
journal contributionposted on 2015-11-13, 09:40 authored by David Angrave, Andy Charlwood, Ian Kirkpatrick, Mark Lawrence, Mark Stuart
The HR world is abuzz with talk of big data and the transformative potential of HR analytics. This article takes issue with optimistic accounts which hail HR analytics as a ‘must have’ capability that will ensure HR’s future as a strategic management function while transforming organisational performance for the better. It argues that unless the HR profession wises up to both the potential and drawbacks of this emerging field, and engages operationally and strategically to develop better methods and approaches, it is unlikely that existing practices of HR analytics will deliver transformational change. Indeed, it is possible that current trends will seal the exclusion of HR from strategic, board level influence while doing little to benefit organisations and actively damaging the interests of employees.
- Business and Economics
Published inHuman Resource Management Journal
CitationANGRAVE, D. ... et al., 2016. HR and analytics: why HR is set to fail the big data challenge. Human Resource Management Journal, 26(1), pp.1-11.
Publisher© John Wiley & Sons Ltd.
- AM (Accepted Manuscript)
Publisher statementThis work is made available according to the conditions of the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) licence. Full details of this licence are available at: https://creativecommons.org/licenses/by-nc-nd/4.0/
NotesThis is the peer reviewed version of the following article: ANGRAVE, D. ... et al., 2016. HR and analytics: why HR is set to fail the big data challenge. Human Resource Management Journal, 26(1), pp.1-11, which has been published in final form at http://dx.doi.org/10.1111/1748-8583.12090. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving."