Predicting HR Professionals’ Adoption of HR Analytics in Bangladesh

Abstract

As digital technologies become more common, HR analytics have become more significant in making better-informed decisions based on evidence when it comes to human resources. But the success of HR analytics adoption remains reliant on an HR's HR technology experience and organizational support for the technology. This study examined the influence of effort expectancy and social influence on HR analytics adoption intention among HR professionals in Bangladesh. This study implemented the Unified Theory of Acceptance and Use of Technology (UTAUT) for the research with a simplified model consisting of two independent variables: effort expectancy and social influence. The research design used was a quantitative research design of a cross-sectional type. Purposive sampling was used to select 52 HR professionals for data collection, and a structured questionnaire was used. IBM SPSS Statistics was used to summarize the demographic data and the measurement and structural models were evaluated by Partial Least Squares Structural Equation Modeling (PLS SEM) using SmartPLS. The measurement model had a satisfactory level of reliability, convergent validity, and discriminant validity. The results of the structural model indicated that effort expectancy positively and significantly influenced the HR analytics adoption intention. Adoption intention was also positively and statistically significantly related to social influence. Consequently, both hypotheses were supported. Effort expectancy had a medium effect size, while social influence had a small effect size. The two predictors explained 46.4% of the variance in intention to adopt HR analytics. The findings suggest that HR professionals are more inclined to use HR analytics when the analytics systems are easy to learn, understand, and utilize, and when their supervisors, colleagues, and management encourage use. The study helps in filling the gap in the existing limited literature on HR Analytics adoption in Bangladesh and offers some practical insights for organizations looking to successfully implement HR Analytics.