HR analytics and Organizational Performance
Master thesis
Permanent lenke
https://hdl.handle.net/11250/2825488Utgivelsesdato
2021Metadata
Vis full innførselSamlinger
- Master of Science [1800]
Sammendrag
This master thesis explores the utilization of HR analytics in organizations. As
research has presented distinct and partly opposing results regarding HR analytics,
our aim was to study whether previous research aligns with the experiences of those
working with HR analytics; more specifically of those of consultants and HR
managers of international organizations, simultaneously opposing these two
viewpoints with each other. Thus, we examine if HR analytics is a fad, as mentioned
by some, or if it is as fantastic and detrimental for the success of an organization as
others state. Concretely, we aim to answer the research question “From the
perspective of consultants and HR managers, how is HR analytics improving
organizational performance?” Following the results of our study, we added the
following sub question that further elaborates the utilization of HR analytics “What
factors are preventing organizations from utilizing efficient HR analytics?”
The interviewees included 5 consultants and 6 HR managers from international
organizations. We used the comparative research design and further, semistructured
interviews to be able to get as rich information as possible, as well as to
be able to respond to the interviewees’ information with flexibility.
Our findings conclude that there were no major differences between the
consultants and managers in either one of the research questions presented.
However, the clearest conclusion from both parties was that HR analytics is still at
the descriptive level, which can inhibit organizations from fully utilizing HR
analytics for organizational performance. Additionally, as beneficial as it was to
find inspiration from other organizations’ ways of utilizing HR analytics, an
organization should focus on HR analytics’ initiatives that are relevant for the
performance of their own organization. Further, both parties recognized
organizational demographics, information technology, and people to be the biggest
factors hindering the utilization of HR analytics. This thesis further elaborates on
conclusions, future research opportunities and limitations of the study.
Beskrivelse
Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2021