Perspectives and Restraining Factors of HR Analytics in the Conditions of Digitization of Human Resources Management
Perspectives and Restraining Factors of HR Analytics in the Conditions of Digitization of Human Resources Management
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人力资源管理数字化条件下HR分析的视角与制约因素
DOI：
10.1007/978-3-030-56433-9_106
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发表时间：
2021
期刊：
影响因子：
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通讯作者：
S. Galazova
中科院分区：
文献类型：
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作者：
V. Konovalova;R. Aghgashyan;S. Galazova
本文介绍了使用人力资源分析来提高个人和组织效率的现代状态和潜在优势的分析结果，以及在人力资源管理数字化条件下进一步发展的前景。作者确定了公司人力资源分析的发展和成熟阶段，并考虑了其具体特点和优先事项;确定扩大预测性人力资源分析的实际使用的潜在优势，包括证实人力资源管理变革的必要性，评估所使用的人力资源计划和工具的相关性，加速流程并增加管理决策的系统性，并为人力资源专家和管理人员的战略伙伴关系奠定基础。基于对全球和国家研究过程中获得的经验数据的概括，作者证实了在解决以下任务时对预测性人力资源分析的高需求的结论：预测人员需求及其流动率，提高招聘效率，确定最有价值的员工，人才管理，管理参与，确定激励和成功的关键因素，提高劳动效率，改善员工之间的互动。根据所进行的研究，作者确定了一系列限制俄罗斯公司人力资源分析应用的关键因素：接收客观数据的问题，信息技术水平不足，缺乏必要的专家分析能力，现有的企业文化，高层管理人员的兴趣。分析了在缺乏明确的规范和法律的依据的情况下，通过应用新技术和非传统数据来源而预先确定的人力资源分析使用过程中的道德、保密和个人信息保护问题（包括偏见和歧视做法复制的风险，以及人员对公司的信任度降低）。提出了克服人力资源分析发展中确定的问题的建议。
This paper presents the results of analysis of the modern state and potential advantages of using HR analytics for increasing individual and organizational effectiveness and the perspectives of its further development in the conditions of digitization of HR management. The authors determine the stages of development and maturity of HR analytics in companies and consider their specific features and priorities; determine the potential advantages of expanding the practical usage of predicative HR analytics, including substantiating the necessity for changes in HR management, evaluating the relevance of the used HR programs and tools, accelerating the process and increasing the systemic character of managerial decisions making, as well as creating the basis for strategic partnership of HR specialists and managers. Based on generalization of the empirical data, which were obtained in the course of global and national research, the authors substantiate a conclusion on high demand of predicative HR analytics in solving the following tasks: forecasting the need for personnel and its turnover, increasing effectiveness of recruiting, determining the most valuable employees, talent management, managing the involvement, determining the key factors of motivation and successfulness, increasing labor efficiency, and improving interaction between employees. Based on the performed research, the authors determine a range of the key factors that restrain application of HR analytics in Russian companies: the problem of receiving objective data, insufficient level of information technologies, absence of the necessary analytical competencies with specialists, existing corporate culture, interest of top management. The problems of ethics, confidentiality, and personal information protection during usage of HR analytics, predetermined by application of new technologies and non-traditional sources of data in case of absence of a clear normative and legal basis (including the risk of prejudice and reproduction of discrimination practices, and reduction of personnel’s trust to the company), are analyzed. Recommendations for overcoming the determined problems of development of HR analytics are offered.