Document Type : Exploratory
Authors
1 Tarbiat Modares University
2 Persian Gulf University
Abstract
Nowadays that information technology has transformed all aspects of human life, human resource management is not exempt from this influence. The integration of human resource processes with information technology promises to improve its features. Data-driven human resources, relying on information technology, analyzes human resource data and promotes evidence-based decision-making. The emerging nature of this concept has caused many study gaps that require the attention of researchers. The present qualitative research aims to explore the concept of data-driven human resources through conceptual analysis methods. Here we analyze the data collected from databases and present the results in terms of the dimensions, antecedents, and consequences. Based on the findings, data-driven human resources were identified with the dimensions of data collection and analysis, data governance, data technology, data narration, and data-based decision-making. For the successful implementation of data-driven human resources, the antecedents of IT capability, the existence of a data analyst, the establishment of data governance, the existence of a data-driven organizational culture, structural factors, performance expectations, effort expectations, social impact, and facilitating conditions can be emphasized. Investigating the consequences of data-driven human resources, while emphasizing organizational and individual benefits, its negative consequences are also mentioned. As a result, data-driven human resources are introduced through the lens of concept analysis. This approach not only empowers knowledge-based decision-making, but also leads to the organization's progress in an increasingly competitive landscape.
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