People Analytics and The Future of Competitiveness: Which Capabilities HR Departments Need to Succeed in the “Next Normal”

Teresina Torre (), Daria Sarti () and Gilda Antonelli ()
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Teresina Torre: University of Genova
Daria Sarti: University of Florence
Gilda Antonelli: University of Sannio

Chapter Chapter 1 in HR Analytics and Digital HR Practices, 2022, pp 1-24 from Springer

Abstract: Abstract People analytics (PA) is the fastest-growing area of Human Resources Management today, driven significantly by the COVID-19 pandemic, and it will be more crucial when organizations have to decide how to proceed in the “next normal”. Some researches show that HR managers and professionals lack of the “must-have capabilities” (Angrave et al.,.Human Resource Management Journal 26:1–11, 2016), thus highlighting the importance of developing new skills related to the use and implementation of PA; simultaneously, an enrichment of related competencies, which would support the new frame of decision-making activities is requested (Mauro et al.,.Library Review 65:122–135, 2016). Interpreting the recent discussion on Big Data (BD) through the lenses of the resource-based theory, the concept of BD Analytics Capability is used (Gandomi and Haider,.International Journal of Information Management 35:137–144, 2015; Wamba et al.,.Journal of Business Research 70:356–365, 2017) to introduce a theoretical model that considers the HR Departments (HRDs) traditional capabilities required with new skills that consider different flows of information coming from the processing of BD.

Keywords: People Analytics; HRD Capabilities; Organizational change; HR Department; Big Data; Big Data Analytics Capability; Dual strategy (search for similar items in EconPapers)
Date: 2022
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DOI: 10.1007/978-981-16-7099-2_1

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