Reframing people analytics value creation: Balancing organizational performance and common good HRM values
重新定义人员分析的价值创造，提出同时关注组织绩效和共同利益人力资源管理价值观的双重导向，并引入价值创造连续体来最大化价值。
Existing literature often frames people analytics value creation through an inside-out lens, emphasizing how people analytics can optimize workforce processes and improve organizational performance through data-driven decision-making. However, this perspective overlooks the growing importance of HRM practices adopting an outside-in approach to address common good HRM values and broader societal challenges, as outlined by the United Nations Sustainable Development Goals. This paper bridges these two perspectives by mobilizing Chadwick's theoretical depiction of human capital rents to reconceptualize people analytics value creation as a dual orientation that simultaneously addresses value capture, linked to organizational performance outcomes, and human capital value in use, aligned with common good HRM values. To advance this reconceptualization, we introduce a novel people analytics value creation continuum illustrating how people analytics value is maximized when both orientations are addressed simultaneously, while also critically examining the inefficiencies and trade-offs that hinder optimal people analytics value creation. In doing so, this study advances existing theory in people analytics by providing a more comprehensive understanding of value creation and emphasizing the importance of leveraging people analytics to align organizational objectives with common good HRM values. Practical implications and areas for future research are also discussed. • Reconceptualizes people analytics value creation to include common good HRM values. • Introduces the people analytics value creation continuum. • Identifies four factors shaping placement and movement along the continuum. • People analytics value is maximized when both orientations are pursued together.