Technological advancements offer the potential to transform HR practices, but the effectiveness of human resource (HR) analytics implementation remains contingent upon various technologies.
Objective
This study explores the impact of various technological enablers on implementing HR analytics within the Indian IT sector. Furthermore, the study explores the mediating effects of automated decision-making and managerial efficiency in the relationship between HR analytics and organizational performance.
Methodology/design
Drawing upon resource-based view (RBV) theory. Data was collected from 663 employees across various IT sectors in India. To validate the proposed model, PLS-SEM was utilized through Smartpls 4.0.
Findings
The findings show that technology enablers such as big data, chatbots, social media networks, and artificial intelligence have a positive impact on HR analytics implementation. Furthermore, the study reveals automated decision-making and managerial efficiency as partial mediators in the relationship between HR analytics and organizational performance.
Conclusions
This research contributes to the literature on HR analytics implementation and also provides actionable insights for practitioners and policymakers within organizations, ultimately fostering organizational excellence in a technology-driven era.
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