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A strategic approach to workforce analytics: Integrating science and agility

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  • McIver, Derrick
  • Lengnick-Hall, Mark L.
  • Lengnick-Hall, Cynthia A.

Abstract

Workforce analytics is a major emerging trend in human resource management. Yet, despite the enthusiasm, there exists a misunderstanding of how organizations can successfully use workforce analytics to achieve important organizational outcomes. This article proposes ways to overcome this execution dilemma and achieve organizational success with workforce analytics through the integration of agile development with scientific research. We use a number of company examples to outline five key parts of an agile workforce analytics process: (1) prioritizing issues, (2) integrating deductive and inductive approaches, (3) preparing and validating data, (4) applying multiple methods in concert to support decisions, and (5) transforming insight into action to improve business outcomes.

Suggested Citation

  • McIver, Derrick & Lengnick-Hall, Mark L. & Lengnick-Hall, Cynthia A., 2018. "A strategic approach to workforce analytics: Integrating science and agility," Business Horizons, Elsevier, vol. 61(3), pages 397-407.
    • Handle: RePEc:eee:bushor:v:61:y:2018:i:3:p:397-407
    DOI: 10.1016/j.bushor.2018.01.005
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    References listed on IDEAS

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    1. Earley, Christine E., 2015. "Data analytics in auditing: Opportunities and challenges," Business Horizons, Elsevier, vol. 58(5), pages 493-500.
    2. Ward, Michael J. & Marsolo, Keith A. & Froehle, Craig M., 2014. "Applications of business analytics in healthcare," Business Horizons, Elsevier, vol. 57(5), pages 571-582.
    3. Souza, Gilvan C., 2014. "Supply chain analytics," Business Horizons, Elsevier, vol. 57(5), pages 595-605.
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    Cited by:

    1. Hamilton, R.H. & Sodeman, William A., 2020. "The questions we ask: Opportunities and challenges for using big data analytics to strategically manage human capital resources," Business Horizons, Elsevier, vol. 63(1), pages 85-95.
    2. Felix Wirges & Anne-Katrin Neyer, 2023. "Towards a process-oriented understanding of HR analytics: implementation and application," Review of Managerial Science, Springer, vol. 17(6), pages 2077-2108, August.
    3. Pinho, Celso R.A. & Pinho, Maria Luiza C.A. & Deligonul, Seyda Z. & Tamer Cavusgil, S., 2022. "The agility construct in the literature: Conceptualization and bibliometric assessment," Journal of Business Research, Elsevier, vol. 153(C), pages 517-532.
    4. Marian Pompiliu Cristescu & Dumitru Alexandru Mara & Raluca Andreea Nerișanu & Renate-Martina Polder, 2022. "How Hr Analytics Benefits Companies," INTERNATIONAL SCIENTIFIC AND PRACTICAL CONFERENCE "HUMAN RESOURCE MANAGEMENT", University of Economics - Varna, issue 1, pages 83-92.
    5. Anna Rogozinska-Pawelczyk, 2022. "The Manager as an Organisation Agent during the Fourth Industrial Revolution," European Research Studies Journal, European Research Studies Journal, vol. 0(2), pages 509-529.
    6. José Romualdo Costa Filho & Renato Penha & Luciano Ferreira Silva & Flavio Santino Bizarrias, 2022. "Competencies for Managing Activities in Agile Projects," Global Journal of Flexible Systems Management, Springer;Global Institute of Flexible Systems Management, vol. 23(4), pages 431-452, December.
    7. Eduard BUDACU & Paul POCATILU, 2018. "Real Time Agile Metrics for Measuring Team Performance," Informatica Economica, Academy of Economic Studies - Bucharest, Romania, vol. 22(4), pages 70-79.
    8. Lungu Miruna Florina, 2020. "Factors determining company performance in the IT industry," Management & Marketing, Sciendo, vol. 15(1), pages 59-77, March.

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