WORKING TITLE

People Analytics: Human

A Data-Driven Approach to Resources
Management
BACKGROUND OF THE PROBLEM
People analytics is a rapidly growing field that uses data to improve HR
decision-making. However, many HR departments are still not using it
effectively due to a number of factors, including lack of data, data silos, lack of
expertise, and resistance to change. This can lead to poor decision-making,
increased costs, and reduced competitiveness for organizations.

Organizations need to invest in people analytics tools and resources, and provide
HR professionals with training in people analytics in order to overcome these
challenges and reap the benefits of people analytics.

In summary, people analytics is a powerful tool that can help organizations

improve their HR decision-making and performance, but it is important to invest
in the necessary tools, resources, and training in order to use it effectively.
STATEMENT OF THE PROBLEM
People analytics is a valuable tool for HR departments, but many organizations
are not using it effectively. This thesis will investigate the challenges and best
practices of people analytics implementation, as well as its impact on
organizational performance.
RESEARCH LIMITATIONS
The thesis "People Analytics: A Data-Driven Approach to Human Resource
Management" is a valuable study that has the potential to make a significant
contribution to the field of people analytics. However, there are some potential
research limitations that should be considered, such as sample size, data quality,
self-reported data, and cross-sectional data. These limitations can be mitigated
by increasing the sample size, assessing the quality of the data, using multiple
sources of data, and using longitudinal data. Despite these limitations, the
findings of this thesis can help HR departments overcome the challenges of
implementing people analytics and reap the benefits of this powerful tool.
SIGNIFICANCE OF THE STUDY
The significance of the thesis "People Analytics: A Data-Driven Approach to
Human Resource Management" is that it has the potential to help HR
departments overcome the challenges of implementing people analytics, develop
best practices for using it effectively, and justify their investments in people
analytics by providing empirical evidence of its impact on organizational
performance.

Overall, this thesis has the potential to make a significant contribution to the
field of people analytics and to help HR departments improve their decision-
making and performance.
THEORITICAL FRAMEWORK
The theoretical framework is based on the hypothesis that people analytics
capabilities have a positive impact on people analytics practices, and people
analytics practices have a positive impact on organizational performance. This
indirect relationship between people analytics capabilities and organizational
performance is mediated by people analytics practices.
RESEARCH METHODS
This thesis will use a quantitative cross-sectional survey design to investigate the
relationships between people analytics capabilities, people analytics practices,
and organizational performance. HR departments from a variety of industries
and sizes will be recruited to participate in the study. Data will be collected
using a self-administered online survey, and quantitative data analysis methods
will be used to test the relationships between the three components. Mediation
analysis will be used to test the indirect relationship between people analytics
capabilities and organizational performance through the mediation of people
analytics practices.

Despite the limitations of cross-sectional surveys, the proposed research

method is appropriate for the research questions and can provide valuable
insights into the relationships between people analytics capabilities, people
analytics practices, and organizational performance.