Predictive HR analytics and talent management: a conceptual framework

Abstract

Digitisation, new technologies and artificial intelligence demand organisations for new ways of working with a different skill set to accomplish strategic objectives. HR analytics is the scientific solution enabling organisations to make significant human capital and strategic business decisions and thereby gain a competitive advantage. However, theory-based relationships in HR analytics adoption is meagre. Further, there is a paucity of HR analytics literature on the role of contextual factors that affect organisations in building predictive HR analytics (PHRA) capability. Addressing this gap, we develop a conceptual framework through the lens of the Technological-Organisational-Environmental (TOE) framework and Resource-based theory to examine the relationships among the antecedents and consequences of PHRA capability considering talent management under the moderating effect of a data-driven culture. This paper is possibly the first study to propose a theoretical model to examine the effect of PHRA capability on talent management outcomes.

Keywords:

• HR analytics adoption
• predictive HR analytics capability
• management analytics
• Resource-Based theory
• TOE framework
• talent management
• contextual factors

Disclosure statement

No potential conflict of interest was reported by the author(s).

Correction Statement

This article has been corrected with minor changes. These changes do not impact the academic content of the article.