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Examination of Determinants for Successful Implementation of Human Resource Analytics: A Case Study in A Virtual Organization

Bahmanpour, Mohammad Hassan | 2025

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  1. Type of Document: M.Sc. Thesis
  2. Language: Farsi
  3. Document No: 58176 (44)
  4. University: Sharif University of Technology
  5. Department: Management and Economics
  6. Advisor(s): Alavi, Babak; Mirfakhar, Atieh Sadat
  7. Abstract:
  8. Despite adoption of HR analytics and the recognition of its importance by senior managers, its effective implementation in organizations remains a challenge. Given the benefits of HR analytics for organizations and the relative readiness of organizational structures to leverage it, this study seeks to answer the question: “How can HR analytics processes be effectively implemented in organizations?” Establishing an empirical foundation for improving existing theoretical models can significantly contribute to advancing this field. Using a single-case study approach, this research investigates the implementation of an employee engagement system through Officevibe software in a startup operating in the information technology sector with a virtual work environment. The analysis includes a thematic analysis of interview data from eleven organizational members (achieving theoretical saturation) and the systematic analysis and visualization of three datasets extracted from Officevibe software. Based on the extracted codes, a two-part model was designed to identify the key factors influencing HR analytics implementation. The first part consists of three main steps: introducing the system to organizational members, sharing outcomes and validation, and defining actions based on outputs. The second part focuses on supporting infrastructures, including leadership quality in implementation, technology adoption policies, virtual work environment context, and human-centered values. The three-step framework, aligned with change management literature, addresses the processual aspects of implementing HR analytics. Leadership quality in implementation highlights the pivotal role of line managers in executing the system within virtual teams. Technology adoption policies emphasize the importance of employee anonymity in the system. The virtual implementation context brings concerns such as preserving organizational culture, reducing face-to-face interactions, and fostering a sense of urgency for system adoption. Finally, human-centered values, derived from the organization’s founders, underscore the significance of interpersonal connections within the organization, while also introducing or amplifying certain implementation challenges. This research is the first to examine the key factors influencing the successful implementation of HR analytics in virtual work environments. It builds upon prior studies by validating and enhancing previous research through empirical evidence, offering a processual approach to HR analytics implementation actions.
  9. Keywords:
  10. Human Resource Data Analysis ; Implementation ; Determinants ; Case Study ; Change Management ; Virtual Work Environment ; Human Resources Management ; Human Resource Management (HRM)Implementation

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