Despite the emerging HR analytics literature focusing on the logic-driven model underpinning metrics, and on how these relate to action (Boudreau and Cascio, 2017; Minbaeva, 2017), there is little critical engagement with the purpose and use of HR analytics beyond the internal critique of whether they 'work', or on the contested nature of metrics across workplace stakeholders. Yet how users engage with analytics and metrics is a crucial mediating factor in how these might shape praxis. This paper focuses on a people-analytics project in a large public organisation in Scotland. The findings revealed that high levels of trust and commitment to fairness and inclusion provided a constructive basis for a collaborative approach to workforce equalities metrics across multiple stakeholders. Yet the organisation struggled with an under-developed approach to how equalities analytics could produce beneficial outcomes, limited capacity to engage with analytics and challenges in going beyond analytics to practice change.
|Number of pages
|Published - 22 Aug 2019
|Nordic Academy of Management : Nordic Energies - University of Vaasa, Vaasa, Finland
Duration: 22 Aug 2019 → 24 Aug 2019
|Nordic Academy of Management
|22/08/19 → 24/08/19