COMPETENCY MODEL FOR PEOPLE ANALYTICS: BRIDGING DATA SCIENCE AND HRM PRACTICES

Md. Tarique Jawaid, Saidalavi K, Ramona Birau, Virgil Popescu and Bharat Kumar Meher
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Md. Tarique Jawaid: DEPARTMENT OF MANAGEMENT AND COMMERCE MAULANA AZAD NATIONAL URDU UNIVERSITY, HYDERABAD, INDIA
Saidalavi K: DEPARTMENT OF MANAGEMENT AND COMMERCE, MAULANA AZAD NATIONAL URDU UNIVERSITY, HYDERABAD, INDIA
Ramona Birau: UNIVERSITY OF CRAIOVA, EUGENIU CARADA DOCTORAL SCHOOL OF ECONOMIC SCIENCES, CRAIOVA, ROMANIA & CONSTANTIN BRANCUSI UNIVERSITY OF TARGU JIU, FACULTY OF ECONOMIC SCIENCE, TG-JIU, ROMANIA
Virgil Popescu: UNIVERSITY OF CRAIOVA, FACULTY OF ECONOMICS AND BUSINESS ADMINISTRATION, CRAIOVA, ROMANIA
Bharat Kumar Meher: DEPARTMENT OF COMMERCE, PURNEA UNIVERSITY, PURNIA BIHAR, INDIA

Annals - Economy Series, 2025, vol. 1, 67-75

Abstract: This study aims to explore the Knowledge, Skills, and Abilities (KSA) and Key Responsibility Areas (KRA) of data scientists supporting the people analytics team in developing a competency model based on human capital theory and competency-based HR model. We systematically identify key knowledge, skills, abilities, and key responsibilities for data scientists working in people analytics amid the emerging and ever-expanding role of data scientists. We analyzed the 100 Job advertisements collected from Indian job portals and 20 in-depth semi-structured interviews with data scientists working in people analytics. We follow the competency-developing framework proposed by Campion et al. (2011) and adopted by McCartney et al. (2021). This study offers evidence-based insights into the ever-expanding role competencies of HR analytics-specific data scientists and contributes to the existing literature on people analytics. It provides a list of competencies required to perform as a data scientist in people analytics. Besides domain-specific technical knowledge, they require a range of soft skills like “storytelling and communication” and consulting; HR, and business acumen competencies. The main implication of this study is to train data scientists intended to work in people analytics and recruitment and selection. This study provides an evidence-based competency model for data scientists who intend to work in the people analytics domain. It links the model to the Competency-based HR model and Human Capital Theory.

Keywords: Competency Mapping; Data Scientists; Human Resources Management; HR Analytics; People Analytics; Business acumen (search for similar items in EconPapers)
Date: 2025
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Persistent link: https://EconPapers.repec.org/RePEc:cbu:jrnlec:y:2025:v:1:p:67-75

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