The Lagging of HR Analytics Adoption Rate: Understanding from Individual Attitude of HR Professionals

HR functions also have become progressively data-centric, while organizations have higher expectation for HR in providing important insights to improve overall productivity. This expectation should be shown in higher adoption HR Analytics by HR professionals. Organization should prioritize HR analytics adoption but there was slow progress towards adopting the technology. The objective of this paper is to determine the factors influencing attitude of HR professionals towards Human Resources analytics in Jakarta. Partial least squares structural equation modeling (PLS-SEM) was used to confirm the model based on data compiled from HR professionals. This study examines the effect of technology self-efficacy and tool trialability on attitude towards Human Resources Analytics. The result shows a significant effect of technology self-efficacy on attitude towards Human Resources analytics. However, tool trialability does not have effect on attitude towards Human Resources analytics. The findings of this study suggest an important message for organizations to focus on technology self-efficacy in increasing attitude towards Human Resources analytics, this would strengthen the implement HR Analytics successfully. It also concludes that internal motivation should drive the personal intention on adoption of HR Analytics. This empirical study contributes to a better understanding about the factors of HR professionals in adopting HR analytics as needed by their organizations and essential for competitiveness.