The Role of Strategic Human Resources Analytics in Promoting Organizational Performance: A Case Study of State Universities in Zimbabwe

Strategic human resource analytics play a significant role in promoting organizational performance. Using the mixed-methods approach, this chapter examines the role of strategic human resources analytics in promoting organizational performance in three identified state universities. Organizational performance and human capital theories form the theoretical framework for this study. Closed-ended questions and a semi-structured interview guide were used to collect data for this study. A sample size of 216 respondents obtained through stratified random sampling and purposive sampling methods was used for the study. Pearson product-moment correlation analysis techniques and deductive thematic data analysis techniques were used to analyze the obtained research data. The research study revealed that Zimbabwean state institutions of higher learning lag in strategic human resource analytics adoption due to multiple challenges like financial restrictions, skill gaps, and cultural opposition. Nevertheless, participants acknowledge the possibility of improving productivity, equity, and important decision-making. A government-backed model, combined with training and low-cost technology, could drive SHRA integration. Future research should explore cost-effective analytics tools and change-management strategies for higher education. The findings contribute to the growing body of strategic human resource analytics and provide a unique contribution to theory, practice, and policy in higher education.