Exploring Factors That Shape Employees' Intention to Adopt HR Analytics Through a Qualitative Study

This paper explores various factors that may influence employees' intention to adopt HR analytics in the Pakistani telecom sector. To select respondents, a purposive sampling technique was used. Based on the interview guide and data saturation, 21 top and middle-level HR professionals from telecom operators were interviewed in the twin cities of Rawalpindi and Islamabad, Pakistan. To analyze the qualitative data, a thematic content analysis was performed. Data was analyzed using NVIVO. The results of this research support the idea that HR analytics adoption has become an essential factor and game-changer in the 21st-century telecom sector, owing to change-oriented leadership, self-efficacy, social influence, data availability, and management support. The fear factor has emerged as a main hurdle in HR analytics adoption intention. The findings of this study will inform top HR professionals and policymakers on how to adopt HR analytics. The study brings to policymakers' attention the need for change-oriented leadership in the workplace to keep employees inspired and motivated. Similarly, the study suggests adopting HR analytics to develop essential skills for fulfilling duties. In this regard, for the effective use of HR analytics, the availability of infrastructure and management support is considered necessary.