Human Resource Data Analytics; A Bibliometric Study of Big Data-based Approach in Human Resource Management
Subject Areas : Innovation and Invention
Mona Kardani malekinezhad
1
,
Fariborz Rahimnia
2
*
,
Ghasem Eslami
3
,
Mohammad Mahdi Farahi
4
1 - Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran
2 - Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran
3 - Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran.
4 - Department of Management, Faculty of Economics & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran
Keywords: Data Analytics, Bbliometric Analysis, Big Data, Human Resource Management.,
Abstract :
With the advent of digital technology and access to vast volumes, high speed, and diverse types of data, big data analytics has become indispensable in human resource management. Although research has increasingly focused on data analytics in this field, and scholars have recognized the importance of a big data–based approach, gaps still exist in the literature. Given the growing interest in this area, a comprehensive analysis of the structure and development of research on this topic is needed. This study aims to provide an in-depth understanding of big data analytics in human resource management by evaluating past and present trends through a bibliometric analysis of existing research. The findings offer a knowledge structure and map the research streams in this field. By integrating bibliometric analysis, the study not only enriches the literature on big data–based approaches in human resource management but also helps researchers better understand the current patterns and directions within this research domain.
1- Sousa, M.J. and Dias, I., “Business intelligence for human capital management”, International Journal of Business Intelligence Research, Vol. 11 No. 1, pp. 38-49, (2020).
2- Nocker, M. and Sena, V., “Big data and human resources management: the rise of talent analytics”, Social Sciences, Vol. 8 No. 10, p. 273. (2019).
3- Li, Peng.”On the application of big data technology in human resource management in the new era." In Journal of Physics: Conference Series, vol. 1915, no. 4, p. 042038. IOP Publishing. (2021).
4- Dahlbom, P., Siikanen, N., Sajasalo, P. and Jarvenp€a€a, M., “Big data and HR analytics in the digital era”, Baltic Journal of Management, Vol. 15 No. 1, pp. 120-138. (2020.
5- Garcia- Arroyo, J. and Osca, A., “Big data contributions to human resource management: a systematic review”, The International Journal of Human Resource Management, Vol. 32 No. 20, pp. 4337-4362. (2021).
6- Zhang, Y., Xu, S., Zhang, L. and Yang, M., “Big data and human resource management research: an integrative review and new directions for future research”, Journal of Business Research, Vol. 133, pp. 34-50. (2021).
7- Reibenspiess, V., Drechsler, K., Eckhardt, A., & Wagner, H. T. “Tapping into the wealth of employees' ideas: Design principles for a digital intrapreneurship platform.” Information & Management, Vol. 59 No. 3, p, 103-287. (2020).
8- Cheng, M. M. and Hackett, R.D, “A critical review of algorithms in HRM: definition, theory, and practice”, Human Resource Management Review, Vol. 31 No. 1, 100698. (2021).
9- Walter, D., “Microsoft workplace analytics: how your business can benefit”, Business News Daily, available at: https://www.businessnewsdaily.com/11092-microsoft-workplace-analyticsbusiness.html (2018).
10- Alexander, F., “Watson analytics use case for HR: retaining valuable employees”, [Web log article], available at: https://www.ibm.com/communities/analytics/watson-analytics-blog/ watson-analytics-use-case-for-hr-retaining-valuable-employees/ (2015).
11- Lunsford, D. L., “An output model for human resource development analytics”, Performance Improvement Quarterly, Vol. 32 No. 1, pp. 13-35. (2019).
12- Evans, J.R., “Modern analytics and the future of quality and performance excellence”, Quality Management Journal, Vol. 22 No. 4, pp. 6-17. (2015).
13- Fitz-enz, J., Phillips, P.P. and Ray, R., Human Capital Analytics: A Primer, The Conference Board, New York, NY. (2012).
14- Bedeley, R.T., Ghoshal, T., Iyer, L.S. and Bhadury, J., “Business analytics and organizational value chains: a relational mapping”, Journal of Computer Information Systems, Vol. 58 No. 2, pp. 151-161. (2018).
15- Deshpande, P.S., Sharma, S.C. and Peddoju, S.K., “Predictive and prescriptive analytics in big-data era”, Security and Data Storage Aspect in Cloud Computing, Springer, Singapore, pp. 71-81. (2019).
16- Marler, J.H. and Boudreau, J.W., “An evidence-based review of HR Analytics”, The International Journal of Human Resource Management, Vol. 28 No. 1, pp. 3-26. (2017).
17- McIver, D., Lengnick-Hall, M.L. and Lengnick-Hall, C.A., “A strategic approach to workforce analytics: integrating science and agility”, Business Horizons, Vol. 61 No. 3, pp. 397-407. (2018).
18- Shet, S.V., Poddar, T., Samuel, F.W. and Dwivedi, Y.K., “Examining the determinants of successful adoption of data analytics in human resource management–A framework for implications”, Journal of Business Research, Vol. 131, pp. 311-326. (2021).
19- Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M. and Stuart, M., “HR and analytics: why HR is set to fail the big data challenge”, Human Resource Management Journal, Vol. 26 No. 1, pp. 1-11. (2016).
20- Shah, N., Irani, Z. and Sharif, A.M., “Big data in an HR context: exploring organizational change readiness, employee attitudes and behaviors”, Journal of Business Research, Vol. 70, pp. 366-378. (2017).
21- Suoniemi, S., Meyer-Waarden, L., Munzel, A., Zablah, A.R. and Straub, D., “Big data and firm performance: the roles of market-directed capabilities and business strategy”, Information and Management, Vol. 57 No. 7, 103365. (2020).
22- Bahuguna, P. C., Srivastava, R., & Tiwari, S. “Human resources analytics: where do we go from here?”. Benchmarking: An International Journal, Vol. 31. No. 2, pp. 640-668. (2024).
23- Qamar, Y., & Samad, T. A. “Human resource analytics: a review and bibliometric analysis.” Personnel Review, Vol. 51. No. 1, pp. 251-283. (2022).
24- Fauzi, M. A., Kamaruzzaman, Z. A., & Rahman, H. A. “Bibliometric review on human resources management and big data analytics”. International journal of manpower, Vol. 44. No.7, pp. 1307-1327. (2022).
25- Van Eck, N.J. and Waltman, L., “Visualizing bibliometric networks”, Measuring Scholarly Impact, Springer, Cham, pp. 285-320. (2014).
26- Hamilton, R.H. and Sodeman, W.A., “The questions we ask: opportunities and challenges for using big data analytics to strategically manage human capital resources”, Business Horizons, Vol. 63 No. 1, pp. 85-95. (2020).
27- McCartney, S., & Fu, N. “Bridging the gap: why, how and when HR analytics can impact organizational performance”. Management Decision, Vol. 60 No 13, pp. 25-47. (2022).
28- McCartney, S., & Fu, N. “Promise versus reality: a systematic review of the ongoing debates in people analytics”. Journal of Organizational Effectiveness: People and Performance, Vol. 9 No. 2, pp. 281-311. (2022).
29- Boudreau, J., & Cascio, W. “Human capital analytics: why are we not there”.Journal of Organizational Effectiveness: People and Performance, Vol. 4 No.2, pp. 119-126. (2017).
30- Cascio, W., & Boudreau, J. “HR strategy: optimizing risks, optimizing rewards.” Journal of Organizational Effectiveness: People and Performance, Vol. 1 No.1, pp. 77-97. (2014).
31- Ulrich, Dave, and James H. Dulebohn. "Are we there yet? What's next for HR?" Human resource management review. Vol. 25. No. 2, pp.188-204. (2015).
32- Aral, S., Brynjolfsson, E., & Wu, L. “Three-way complementarities: Performance pay, human resource analytics, and information technology”. Management Science, Vol. 58. No. 5, pp. 913-931. (2012).
33- Rasmussen, T., & Ulrich, D. “Learning from practice: how HR analytics avoids being a management fad”. Organizational dynamics, Vol. 44. No. 3, pp. 236-242. (2015).