HR Analytics as Part of Managerial Innovations in the Context of Competitiveness and Sustainability

Abstract

The study's main goals were to evaluate the moderating effects of HR analytics (HRA) as part of managerial innovations in the context of organisational creativity (oc) and sustainable competitive advantage (SCA). A self-administered, online survey was conducted, intended to be completed by hr managers. We used ibm spss statistics v.20 to estimate and assess hypotheses produced from research models. The reliability of the proposed model and the validity of the idea statements were established by the utilization of factor analysis and cronbach's alpha. Regression analysis was applied to test the hypotheses. Our study adds to the body of knowledge on the role of hra in anticipating high-stakes decisions. The findings showed that businesses might increase the good influence on oc and raise the sca by making better hr-related decisions by depending on the information and predictions provided by hra. Indeed, they verified hra's moderating influence on the constructive relationships between employee training, employee rewards and incentives, organizational knowledge sharing, recruitment and selection, big data, and innovative hr practices with oc. Conversely, in order to fully realize its potential advantages, it must be viewed as a strategic tool that the hr department may use to increase the success and efficiency of its initiatives. 

Keywords:  SCA, IBM SPSS v.20, Cronbach's Alpha, Predictions, Big Data, HR Practices