Human Resources Analytics’ Acceptance and Adoption in Large Palestinian Enterprises

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Abu-Tayyoun, Rana
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Rana Omar Abu-Tayyoun
Recently, as the interest of data science is flourished, many successful firms are turning towards using data analytics to identify new opportunities for promoting their products and services. Besides, to guarantee the benefits of data analytics and its desired effect on business performance; it should be applied throughout the organization. Undoubtedly, this application should include the most important asset of the organizations (people) and which is covered through Human Resources Management (HRM) in the organization. Data Analytics coincides with HRM in a new concept which is Human Resources (HR) Analytics. This innovation will help the HR to become a strategic partner with other departments throughout the organization, help the business in identifying talent needs, find and retain the right people, develop employee skills and capabilities, and plan for the future. Despite the approved importance of HR Analytics and its significant impact on business outcomes, there is still a lack of adoption of this new technology among organizations. This research aims to investigate this contradiction by investigating the factors that affect the acceptance and adoption of HR Analytics among HR professionals in large Palestinian enterprises. To achieve the main research objective, a mixed research approach (qualitative and quantitative) is used to conduct the exploratory study. Using the questionnaire as a research tool, required data are collected from a stratified randomly-selected sample consists of 151 HR professionals who are working at large Palestinian enterprises in both service and manufacturing sectors. Statistical analysis of the collected data using Minitab software and linear regression analysis revealed that the factors of data availability, performance expectancy, self-efficacy and quantitative self-efficacy are the most significant factors that affect the individual acceptance and adoption of HR Analytics positively in large Palestinian enterprises. While, the factors of social influence, resource availability, fear appeals and effort expectancy have no significant effect on the acceptance and adoption of HR Analytics. Moreover, the correlation analysis indicates a strong relationship between the individual and organizational level of acceptance and adoption of HR Analytics, and the regression model represents this significant relationship. Based on the research results, a conceptual framework is developed to describe the proper acceptance and adoption of HR Analytics at the individual level in large Palestinian enterprises.
Human Resources Analytics’ Acceptance and Adoption in Large Palestinian Enterprises