Abstract:
Human Resource Analytics (HRA) is an important concept in Strategic Human Resource Management.
Adoption of HRA was most frequently cited reason for not widely adapted to HRA is a shortage of analytically
skills (Bassi, 2011). HR professionals are still involved with past practices of 20th century management &
relationship building rather than focus of being a strategic partner (Lockwood, 2007). Adapting innovations can
be a multifaceted process, as it involves the actions of individuals whose behaviours can be influenced by others
either adopting or rejecting the innovation (Jeyaraj & Sabherwal, 2008). This research is aimed to fill the gap in
contemporary Human Resource Management issue through analyzing the individual level adaptation on HRA.
The primary objective of the research is to find out the impact of the contextual factors of HRA on individual
adoption of HRA among HR Professionals in large scale apparel Companies in Sri Lanka. The variables of effort
expectancy, performance expectancy under contextual factors have been used in the proposed conceptual
framework which is designed based on the Unified theory of technology acceptance and use of technology. The
primary data was collected through structured questionnaire. The target population was 240 HR professionals of
selected large scale apparel companies. The simple random sampling technique is used to calculate the sample of
the study. The sample size was 150 HR professionals of selected large scale apparel companies of Sri Lanka. This
study is conducted as cross-sectional study and deductive approach where developing the hypothesis based on
existing theory and tested them. The findings revealed that the contextual factors of HRA have positively
influenced on individual level adaptation. The study showed that contextual factors are mainly matter on deciding
the level of adaptation on HRA at individual point of view. The careful attention and management of contextual
factors of HRA adaptation is recommended by researcher as a solution for contemporary Human Resource
Management issue.
