Business Intelligence Applied to Human Resources Management - New Contributions in Information Systems and Technologies - page 104

50%, it indicates that there is good predictor. All dependent variables are having
strong associations, that is correlation, R square, and Adjust R square strongly
recommends that maximum independent variables are good predictors for estimating
dependent variables. It's possible to state that BI can significantly predict the HRM
decision in an effective way.

Table 4. Multiple regression analysis

BI Independent Variables

Dependent Variables

Constant Reporting Analysis DashBoard R

(%)

R
square
(%)

Adjusted
R square
(%)

Measures/Metrics

HR Managers

-12.67 3.45*** 0.35* -0.61*** -0.32* 78 61 60

HR Technicians

4.51 -0.04 .41** -.43*** 0.37*** 96 93 93

6 Conclusion

Organizations that compete in today's knowledge-based economy recognize the
growing importance of the human factor in promoting competitiveness. The evolution
of information technology has contributed to the growing sophistication and potential
of HRIS, automating processes and freeing HR specialists of many of the routine
tasks performed in the past. These transformations are unquestionably a paradigm
shift in the HR function has to assume a new role as partner of top management in
decision-making on strategic issues.
In this context, Business Intelligence is a fundamental part of any organization, and
HRM department's deals with particular information associated to the intellectual
capital of the organization and needs to make it available in an efficient and consistent
way to the other departments of the organization. For organizations, making use of BI
is an effective means of reducing development time and supplementing a lack of in-
house skills. Analyzing data in order to make effective decisions helps to fulfill one of
the major objectives of organization to achieve its strategic goals. The initial
investment is minor in comparison to the long-term benefits derived from the effort of
implementing BI tools and strategy. This research paper finds that BI is positively
associated with HRM decision taking and that also helps to predict HRM decisions in
terms of future workforce planning and management.

References

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