SLOW ADOPTION OF HR ANALYTICS: UNDERSTANDING FROM THE LENS OF INNOVATION DIFFUSION THEORY

Both fast-paced and growing organisations are increasingly making use of HR analytics for improving the quality of decision-making at all stages. However, the adaptability process in most of the organisation is comparatively low due to the number of factors, which is aimed by this piece of research to explain and highlight the contributing factors by infusing “Innovation diffusion theory” which is based on theory of planned behaviour (TPB). In this study, individual decision making process has been examined, comprising on three stages, starting from stage 1, i.e. knowledge then moving on towards stage 2 of persuasion which furthermore leads towards stage 3 the decision. Several barriers and facilitators have been found in the form of independent and mediating variables during the process. Further research has been directing towards best ways and possible outcomes to remove barriers and encourage facilitators and change agents within the organisations to speed-up the adaptability process of innovation HR Analytics among HR professionals.