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A Critical review of “Human resources analytics: A systematisation of research topics and directions for future research” published in Human Resource Management Review, Volume 32, Issue 2, June 2022, 100795.

Introduction 

The paper “Human resources analytics: A systematisation of research topics and directions for future research” aims to comprehensively review the existing literature on human resource analytics, identify the key research topics, and suggest future research directions.

The authors use a systematic review approach and conduct a bibliometric analysis of 510 articles published in top-tier journals in human resource management. The study identifies seven research themes: (1) data and technology, (2) talent management, (3) recruitment and selection, (4) performance management, (5) diversity and inclusion, (6) employee well-being, and (7) strategic HRM. 

Critique

• The paper’s strengths lie in its bibliometric analysis based comprehensive review of existing literature and identifying key research themes.  
• The paper’s systematic approach and use of bibliometric analysis lend credibility to the study’s findings.  
• Additionally, the author‘s suggestions for future research directions provide valuable insights for researchers and practitioners interested in human resource analytics. 
• However, the paper’s limitations include its focus on articles published in top-tier journals, which may not represent the full range of research on human resource analytics.  
• Additionally, the study’s bibliometric analysis does not provide insights into the quality or rigour of the articles analysed. 
•  Furthermore, the paper’s suggestions for future research directions are not supported by empirical evidence but instead represent the authors’ opinions on the gaps in the existing literature. 

What are the paper’s suggestions for future research directions?  

The paper “Human resources analytics: A systematisation of research topics and directions for future research” suggests several future research directions for human resource analytics, which are as follows: 

1. The authors suggest that future research should focus on developing a better understanding of the underlying mechanisms that link HR analytics to organisational outcomes, such as productivity, employee engagement, and financial performance. 
2. The authors recommend that future research explore how HR analytics can improve talent management practices, such as employee retention, succession planning, and development. 
3. The paper suggests that future research should investigate the use of HR analytics in recruitment and selection, including predictive analytics, to identify the best candidates for a job. 
4. According to the authors, future research should focus on the use of HR analytics in performance management, including the use of real-time feedback and the development of personalised performance improvement plans. 
5. The paper suggests that future research should investigate using HR analytics to promote diversity and inclusion in the workplace. 
6. The authors recommend that future research explore how HR analytics can be used to improve employee well-being, including using health and wellness data to develop targeted wellness programs. 
7. Finally, the paper suggests that future research should investigate the use of HR analytics in strategic HRM and including the use of data to develop and implement HR strategies that align with organisational goals. 

Conclusion

The paper “Human resources analytics: A systematisation of research topics and directions for future research” is helpful for researchers and practitioners who are researching to select dissertation topics on human resource analytics. The paper’s identification of key research themes and future research directions provides valuable insights for those interested in advancing the field. However, the paper’s limitations should be considered when interpreting its findings. In addition, the authors suggest that future research on HR analytics should focus on developing a better understanding of the underlying mechanisms that link HR analytics to organisational outcomes.  

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