HUMAN RESOURCES ANALYTICS MATURITY SCALE: A SCALE DEVELOPMENT STUDY

Yıl 2022, Cilt: 7 Sayı: 2, 459 - 489, 26.12.2022

Fatma Melisa Özkanlı , Sibel Gök

https://doi.org/10.54452/jrb.1107177

Öz

In the early 2000s, human resources analytics (HR analytics), emerged as a savior to reveal the strategic importance of HR departments and has begun to be used by many organizations today around the world. Recently, there has been increasing interest in using HR analytics in Turkey as well. Data-based HR management is likely to gain more importance in terms of the development of organizational models shaped by new technologies and sustainable change. In that respect, HR analytics has the potential to be an important and effective tool of this agenda. The concept of HR analytics maturity focuses on the assessment of organizations’ HR analytics capability.
In this context, the aim of this research is to develop a valid and reliable measurement tool that can be used to assess HR analytics maturity of organizations operating in Turkey. A 41-item measurement tool was developed with content validity study and tested with the data obtained from 204 employees who carry out roles relating to HR analytics and HR management in 199 different organizations operating in Turkey. Exploratory factor analysis was used to evaluate the scale’s factor structure, and a three-factor structure containing 19-item obtained, explaining 71.07% of the total variance. The Cronbach’s Alpha of the scale was .958. Criterion-related validity analysis showed that the relationships between HR analytics maturity, organizational agility and perceived managerial support were significant. Consequently, the psychometric analyzes showed that the ‘‘HR Analytics Maturity Scale’’ is a valid and reliable tool to evaluate HR analytics maturity of organizations.

Anahtar Kelimeler

human resources analytics, people analytics, human resources analytics maturity

İNSAN KAYNAKLARI ANALİTİĞİ OLGUNLUĞU ÖLÇEĞİ (İKAOÖ): BİR ÖLÇEK GELİŞTİRME ÇALIŞMASI

Öz

İnsan kaynakları (İK) bölümlerinin artan stratejik önemi ile birlikte, 2000’li yılların başlarında bir kurtarıcı olarak gündeme gelen insan kaynakları analitiği (İK analitiği), günümüz dünyasında birçok örgüt tarafından kullanılmaya başlanmıştır. Türkiye’de de son yıllarda İK analitiğini kullanan örgütlerin sayısında artış yaşanmaktadır. Yeni teknolojilerin şekillendireceği örgüt modellerinin gelişimi ve sürdürülebilir değişim açısından, veriye dayalı İK yönetiminin daha fazla gündeme geleceği ve İK analitiğinin, bu gündemin önemli ve etkili bir aracı olma potansiyeli taşıyacağı söylenebilir. İK analitiği olgunluğu ise örgütlerin İK analitiği yeteneğinin değerlendirilmesine odaklanmaktadır.
Bu bağlamda bu araştırmanın amacı, Türkiye’de faaliyet gösteren örgütlerin İK analitiği olgunluğunun değerlendirilmesinde kullanılabilecek geçerli ve güvenilir bir ölçüm aracının geliştirilmesidir. Kapsam geçerliği çalışması sonucu oluşturulan 41 maddelik ölçme aracı, Türkiye’de faaliyet gösteren 199 farklı örgütte İK analitiği ve İK yönetimi ile ilgili görevleri yürüten 204 katılımcıdan oluşan çalışma grubu üzerinde uygulanmıştır. Ölçeğin faktör yapısı açımlayıcı faktör analiziyle incelenmiş ve analiz sonucunda 19 maddeden oluşan bir ölçek elde edilmiştir. Üç faktörlü yapıdan oluşan ölçek, toplam varyansın % 71.07’sini açıklamıştır. Ölçeğin Cronbach’s Alpha katsayısı, .958 olarak tespit edilmiştir. Ölçüt-bağıntılı geçerlik analizi ise İK analitiği olgunluğu ile örgütsel çeviklik ve algılanan yönetici desteği arasındaki ilişkilerin anlamlı olduğunu göstermiştir. Sonuç olarak bu çalışma ile gerçekleştirilen psikometrik analizler, geliştirilen “İK Analitiği Olgunluğu Ölçeği”nin (İKAOÖ), Türkiye'de faaliyet gösteren örgütler tarafından İK analitiği olgunluğunu ölçmek üzere kullanılabilir nitelikte, geçerli ve güvenilir bir araç olduğunu göstermiştir.

Anahtar Kelimeler

insan kaynakları analitiği, insan analitiği, insan kaynakları analitiği olgunluğu

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