Individual adoption of HR analytics: a fine grained view of the early stages leading to adoption
本研究运用创新理论和计划行为理论，考察个人在人力资源分析采纳决策的早期阶段（从知识到决策）中的障碍与促进因素，旨在解释为何该创新采纳率滞后，并为组织推动采纳提供建议。
High performing organizations are using analytics for evidence-based decision-making. However, the human resource (HR) function in many organizations has been slow to adopt this innovation. This study applies innovation theory, informed by the Theory of Planned Behavior (TPB), to examine the individual’s decision to adopt HR Analytics in an effort to identify why the adoption rate is lagging. We examined early stages of the individual decision process beginning from Stage 1 (knowledge) and leading to Stage 3, (the decision) to adopt or not to adopt the innovation. We found several points in the process that can act as barriers or facilitators. Organizations and champions of this innovation wishing to facilitate HR analytics adoption can take action to remove as many of these barriers to the individual’s decision as possible. Further research should focus on the best way to remove these barriers.