Developing a predictive model for human capital analytics adoption in Zimbabwean State Universities

Abstract

The use of human resource analytics is meant to improve performance of organisations by enabling them to predict and direct business outcomes and employee behaviour. However there is a problem of under-utilization of human resource analytics in state universities. The present study, therefore, sought to improve the use of human resource analytics by developing a predictive model for adoption of human capital analytics in Zimbabwean state universities. A quantitative research strategy anchored on the positivism philosophy was used in this treatise. A sample size of 434 research subjects selected through stratified random sampling method and snowball sampling technique of was used in this study. Structured questionnaires, key informant interviews and documentary review were used as the data collection tools for the study. Descriptive and inferential statistical techniques, using exploratory factor analysis and structural equation modeling were done for primary data. The results of the study supported the hypothesized relationship between top management support and lack of human resource analytics competency. The study established that there is no significant relationship between top management support and level of human capital analytics adoption in state universities. The hypothesis that there is a significant relationship between lack of human resource analytics competency and level of human capital analytics adoption in state universities was not supported by the data. The alternate hypothesis of length of time using human resource information system affecting level of adoption of human capital analytics in the organization was rejected. Key informant interviews and documentary review indicated a descriptive level of human capital analytics adoption in Zimbabwean state universities. Resistance to change, negative organizational structure and perceived cost were discovered as impeding factors towards full adoption of human capital analytics.The findings indicate that Human resource experts are capable of producing human resource analytics reports, albeit at an early stage (descriptive analytics). This means that top management assistance is critical in boosting HR professionals' and the organization's overall human resource analytics proficiency level. A model for human resource analytics adoption was produced and links human and organizational dimension factors. Literature on human resource analytics should focus on factors revealed by the study's quantitative and qualitative findings. Hence, the present theory (resource-based view) should be revised to accommodate this discovery. It is suggested that senior management in state institutions would focus on training key personnel on how to use technical tools. Policies outlining how HR practice reports should be done would also be an important element of the training endeavor. Change management strategies and organizational structure improvements would be implemented.