Analysera mera! Hur fyra offentliga organisationer arbetar med analytisk HR

Abstract

Regarding the new management tool HR Analytics and the aim for HR to create value for organizations, our paper focuses on how to depict four government controlled organizations presumed work with HR Analytics. The study will also depict how the same four government controlled organizations are preparing for the new general data protection regulation (GDPR), which will replace the current law, PUL, in May 2018. The study was conducted by using semi-structured interviews to map out the four government controlled organizations work with HR data, strategic work and their preparation for the arrival of the new general data protection regulation. The result was conducted by using thematic analysis to organize the data from the interviews. Regarding the research about HR Analytics our study first describes HR metrics, Human Resource Information System, Human Capital Management and strategic work before describing HR Analytics itself. The reason for this is that to explain HR Analytics, it's crucial to describe its components first. Described research was then applied to the data from the interviews to examine if the four government controlled organizations was using HR Analytics. Theories about the role of HR and institutional theory is also processed in the study to add a framework that was applied to our analysis and discussion. In short summary, the study implies that all four government controlled organizations HR-departments work strategically but they experience obstacles in their HRIS (Human Resource Information System). Therefore, the HR-departments in this study lack the proper tools to utilize HR-analytics. The result of the study also establish that HR is ambivalent regarding strategic work and traditional HR-work. Finally, our study also establishes that the four govern controlled organizations and their preparations regarding the arrival of the new general data protection regulation is only in the start-up phase. Suggestions for future research is to follow the implementation of HR Analytics in other organizations and highlight depiction of its effect on HR. Also, future research may focus on the effects GDPR have on HR use of data.