Validation of Human Resources Analytics model (Case of study: Customs of the Islamic Republic of Iran)
Subject Areas : title1babak aghavirdi 1 , Dariush Gholamzadeh 2 , Vedadi Ahmad 3
1 - Ph.D Candidate, Department of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, Iran. E-mali: babak1359.aghavirdi@gmail.com
2 - Associate Professor, Department of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, Iran
3 - Associate Professor, Department of Public Administration, Central Tehran Branch, Islamic Azad University, Tehran, Iran. E-mali: Ahvedadi@gmail.com
Keywords: human resources analytics, Human resource metrics, acceptance of analytic, analytical capabilities,
Abstract :
The purpose of the current research is to identify the dimensions of the HRA model and validate the conceptual model of HRA obtained from the literature review of HRA .The current research is developmental-applied in terms of purpose. In terms of the execution method, it is descriptive-analytical, And the data collection method is a combination of library, expert and field studies. In this research, first by using previous studies between 2001 and 2024, the conceptual model was extracted from existing and valid databases, and then by obtaining the opinion of experts, the model of HRA includes 7 dimensions (strategic alignment, analytical context, metrics, capabilities, acceptance, challenges and looking to the future) were identified. In the second stage, validation of the presented model was done among the employees of the Central IRICA. The statistical sample included 261 people. In the third stage of the measurement model test, confirmatory factor loading coefficients and path coefficients as well as model fit were examined. The software used for analysis was Smart PLS version 3. The questionnaire included 76 items related to the dimensions of each identified factor. The findings of the research showed that the goodness of fit index of the presented model is equal to 0.743 and is very suitable. Therefore, it is necessary to pay attention to the identified dimensions and their related indicators before adopting a data-oriented approach and performing HRA in organizations.
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