The Role of Big Data Analytics in HRM

Dr. Rafiq Mansoor, Dr. Hamid Khan, Olayinka Odutola, Oyindamola Iwalehin and Elizabeth Modupe
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Dr. Rafiq Mansoor: Assistant Professor, Engineering Management, Department of Mechanical Engineering, International Islamic University, Islamabad, Pakistan
Dr. Hamid Khan: Assistant Professor, Institute of Business Administration, Gomal University Dera Ismail Khan, Pakistan
Olayinka Odutola: Independent Researcher
Oyindamola Iwalehin: Independent Researcher
Elizabeth Modupe: Independent Researcher

Bulletin of Business and Economics (BBE), 2024, vol. 13, issue 3, 296-302

Abstract: In recent years, big data analytics has emerged as a transformative tool in various industries, including Human Resource Management (HRM). The integration of big data analytics in HRM has the potential to revolutionize recruitment, employee performance management, talent acquisition, and workforce planning. However, its adoption remains limited in certain sectors, and its impact on organizational performance is still under investigation. This study aims to investigate the role of big data analytics in enhancing HRM practices, specifically examining its influence on recruitment processes, employee engagement, and decision-making efficiency. Additionally, the research explores the challenges faced by organizations in adopting big data analytics in HRM and the potential strategies for overcoming these barriers. The study employed a mixed-methods approach, combining quantitative surveys and qualitative interviews to examine the impact of big data analytics on HR practices. A total of 200 HR managers from various industries participated in the quantitative survey, providing detailed insights into their experiences with big data analytics in recruitment, employee retention, and performance management. Additionally, 30 key decision-makers were selected for in-depth qualitative interviews to explore the practical challenges and benefits of integrating big data analytics in HR. The quantitative data were analyzed using SPSS software, focusing on descriptive and inferential statistics such as percentages and means. The qualitative data were analyzed using thematic analysis, identifying recurring themes related to challenges and successes in big data adoption within HR departments. The quantitative analysis revealed that 72% of HR managers reported increased efficiency in talent acquisition due to the use of big data analytics, while 65% observed significant improvements in employee engagement and retention. Performance management was also positively impacted, with 68% of participants noting better decision-making capabilities based on data-driven insights. Despite these benefits, 45% of respondents highlighted challenges related to data integration, and 37% raised concerns about data privacy issues. Furthermore, 48% of HR managers cited a lack of technical expertise within their teams as a key barrier to fully leveraging big data analytics.

Keywords: Big Data Analytics in HRM; Data-Driven HR Decision-Making; Predictive Analytics in Human Resource Management; Workforce Analytics for HR Optimization (search for similar items in EconPapers)
Date: 2024
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Persistent link: https://EconPapers.repec.org/RePEc:rfh:bbejor:v:13:y:2024:i:3:p:296-302

DOI: 10.61506/

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