Strategic HR Analytics and Employee Agility: Examining Their Impact on Organizational Effectiveness in Post-Pandemic Workplaces

The current research explores the effect of strategic HR analytics on employee agility and, downstream, its impact over-all organizational effectiveness in post-crisis work contexts. The study seeks to contribute to the emergent demands for evidence-based HRM initiatives that enhance adaptability of workforces and performance implications, which is an issue that has been little investigated in research (Guest, 2017). A cross-sectional research design was employed with survey data from employees at IT and service firms. Questionnaires using validated scales were used to measure HR analytics capability, agility behaviors and perceived organizational effectiveness (Schaufeli et al., 2006). The expected relationships were examined using structural equation modeling (Hair et al., 2019). Findings show that HR analytics capability is a significant predictor of employee agility, which mediates the relationship between analytics-oriented HR practices and organisational effectiveness. Our results evidence a high level of the mechanism by which the use of people-focused data is beneficially related to performance outcomes, and affirm earlier conceptual claims (Marler & Boudreau, 2017). The research underscores the importance for companies to devote resources to HR analytics systems, employee training programs and real-time decision support tools that reinforce agility and responsiveness. Managers can use the findings to reshape HR practices for a greater degree of flexibility and employee-driven performance. This study adds to the literature of organisational effectiveness by showing empirically how HR analytics influences agility based people performance. It provides a modern, empirically-informed model for digital/hybrid workplace use.