HR and analytics: why HR is set to fail the big data challenge
HR and analytics: why HR is set to fail the big data challenge
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DOI：
10.1111/1748-8583.12090
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发表时间：
2016-01-01
影响因子：
5.5
通讯作者：
Stuart, Mark
中科院分区：
文献类型：
--
作者：
Angrave, David;Charlwood, Andy;Stuart, Mark
人力资源世界充斥着大数据和人力资源分析的变革潜力。这篇文章对乐观的观点提出了异议，这些观点认为人力资源分析是一种必须具备的能力，它将确保人力资源作为一种战略管理职能的未来，同时改善组织绩效。它认为，除非人力资源专业明智的潜力和这一新兴领域的缺点，并从事业务和战略，以开发更好的方法和途径，这是不太可能的人力资源分析的现有做法将提供转型变革。事实上，目前的趋势可能会将人力资源排除在战略和董事会层面的影响之外，同时对组织几乎没有好处，并积极损害员工的利益。
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.