An Analysis of Perception Types on HR Analytics by Corporate HR Practitioners: A Q Methodological Approach

The purpose of this study is to derive the perception types of corporate HR practitioners on HR Analytics and analyze the characteristics of each type. To achieve the purpose of this study, we used the Q methodology, suitable for studying the subjectivity of individuals' perceptions, beliefs, values, and attitudes toward HR analytics. As a result of analyzing 30 corporate HR practitioners, four types of HR analytics perceptions were derived. First, the ‘Balanced Judgment Support Tool Recognizer’ is a type that recognizes HR analytics as a tool that helps people make balanced judgments in consideration of preconceived notions or subjective opinions reflected in HR work. Second, the 'Emphasizer of Contextual Reflection', recognizes that HR analytics does not reflect results that can’t be expressed in numbers and emphasizes that situational context must be reflected. Third, the ‘Reality-Based Observer’ looks at HR analytics from a realistic perspective and expects it to be activated, but recognizes that it is still early. Fourth, the ‘Prioritizer of Objective Data’ prioritizes the importance of data, recognizing that HR analytics provides the most objective and reliable data to guide rational decision-making. Considering the types of HR analytics perceptions, it is necessary to recognize HR analytics as a way of working for HR management. However, it was concluded that it is necessary to establish standards for the direction of utilizing HR analytics that are influenced by the decision-making criteria of HR practitioners, and that it is necessary to organize a data-friendly environment in the HR field.