The Reasons that Affect the Implementation of HR Analytics among HR Professionals

Abstract

Today, organizations use digital applications to enhance their HR operations, especially during the COVID-19 pandemic. Many organizations compete to improve business performance as well as having a competitive advantage in their business areas. The business strategic plans depend on business' facts and data that support these plans. HR analytics promises to provide evidence-based initiatives, data-driven decision making, prioritize the impact of HR investments and enhance the business value and performance. This study tries to gain insights into the reasons for not using HR analytics among Saudi HR professionals to enhance business performance and maintain a competitive advantage. It uses the descriptive survey research design. This paper focuses on the individual-level adoption of HR analytics by human resource professionals. The main objective of this paper is to understand the importance of HR analytics and to gain insight into the barriers that affect the full implementation of HR Analytics among Saudi HR professionals. The total population used in this study is 168 HR professionals who work in the Dairy Products Manufacturing Companies in Saudi Arabia. The primary data used in this study collected through the Unified Theory of Acceptance and Use of Technology (UTAUT) questionnaire, which was sent through the work's official email, WhatsApp, and LinkedIn to the target sample. The study finds positive relationships between HR analytics adoption and the other factors. Also, the results show the main barriers that affect the implementation of HR Analytics by Saudi HR Professionals.