Abstract:
The role of HR has developed over time from the administrative function towards
more strategic partnership. A major driving force behind this evolution has been the
technological development. The collecting, storing and processing of data has been in central
role in the gradual evolution of HRM. Still throughout past decades academics and
practitioners have questioned the success of HR´s development to more strategic role. One
challenge has been the ability to produce accurate information of people related issues and
make fact-based strategic HRM decisions. In recent years a growing belief have risen that HR
analytics could be the answer to these challenges and improve the data-driven HRM in a way
that could help HR achieve its strategic position. Still relatively limited amount of research
related to HR analytics can be found and therefore its real potential remains to be a question
mark. Hence the purpose of this thesis is to deepen the understanding of HR analytics and its
implementation. Also, the possible connections between HR analytics and broader concept
of data-driven HRM are examined
