Hr analytics at public service
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Summary
8 papers analyzed
These studies suggest that HR analytics in public service can enhance workforce planning, recruitment, HR development, performance management, employee engagement, organizational performance, talent management, and strategic contributions by reducing subjectivity bias and enabling predictive decision-making.
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Introduction
Human Resources (HR) analytics, also known as people analytics, leverages data technology, including machine learning and artificial intelligence, to enhance HR-related decision-making. While its application in the private sector is well-documented, its integration into public service remains underexplored. This synthesis examines the current research on HR analytics within public service, focusing on its implementation, benefits, and challenges.
Key Insights
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Implementation Process and Challenges:
- A five-step process (define, collect, analyze, share, and reflect) is proposed for integrating HR analytics in public sector personnel management. Key conditions for successful implementation include effective data management, staff capabilities, and acceptance, while challenges include privacy concerns, integrity, algorithmic bias, and publicness.
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Impact on Employee Engagement and Performance:
- HR analytics positively influences employee engagement and organizational performance. Employee engagement partially mediates the relationship between HR practices and performance, with autonomy being a significant driver of both engagement and performance.
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Performance Appraisal and Subjectivity Bias:
- HR analytics can reduce subjectivity bias in performance appraisal systems, enhancing perceived accuracy and fairness. This leads to increased employee satisfaction with the appraisal system and a greater willingness to improve performance.
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Talent Management and Predictive Decision-Making:
- The public sector can benefit from HR analytics in talent management by forecasting future HR demands and developing fair appraisal schemes. This includes promotions, career pathways, and training, which require more leadership development and openness .
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Strategic Contributions and Analytical Skills:
- Establishing an HR analytics center of expertise and building a foundation of analytic skills across the HR function can enable strategic contributions to organizational goals.
Conclusion
HR analytics holds significant potential for enhancing HR practices in public service. Key benefits include improved workforce planning, recruitment, HR development, and performance management. However, successful implementation requires addressing challenges related to data management, staff capabilities, and privacy concerns. By leveraging HR analytics, public sector organizations can make more informed, data-driven decisions, ultimately leading to better employee engagement and organizational performance.
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