The management of human resources is today significantly impacted by the emergence of the global workforce and the increasing relevance of business analytics as a strategic organizational capability. Whereas human resources analytics has been largely discussed in literature in the last decade, a systematic identification and classification of key topics is yet to be introduced. In particular, there is room for conceptual contributions aiming to provide a comprehensive definition of concepts and investigation areas related to HR analytics. Using a systematic literature review process, we deconstruct the concept of human resources analytics as presented in a vast although fragmented literature, and we identify 106 key research topics associated to three major areas, i.e. enablers of HR analytics (technological and organizational), applications (descriptive and diagnostic/prescriptive), and value (employee value and organizational value). We also speculate on an “exponential” view of HR analytics enabled by the affirmation of artificial intelligence and cognitive technologies. The article provides a large systematization effort and a research agenda for developing further studies in the field of HR analytics. By a practitioner perspective, the study offers insights to support the design of innovative analytics projects within organizations.

今天，人力资源管理受到全球劳动力的出现以及业务分析作为一种战略性组织能力的日益重要的影响。尽管过去十年的文献中大量讨论了人力资源分析，但尚未引入对关键主题的系统识别和分类。特别是，概念性贡献的空间旨在提供与人力资源分析相关的概念和调查领域的全面定义。使用系统的文献回顾过程，我们解构了大量但分散的文献中提出的人力资源分析的概念，我们确定了与三个主要领域相关的 106 个关键研究主题，即人力资源分析的推动者（技术和组织），应用程序（描述性和诊断性/规范性）和价值（员工价值和组织价值）。我们还推测通过对人工智能和认知技术的肯定，人力资源分析的“指数”观点。本文提供了一个大型的系统化工作和研究议程，以便在人力资源分析领域进行进一步的研究。从从业者的角度来看，该研究提供了支持组织内创新分析项目设计的见解。本文提供了一个大型的系统化工作和研究议程，以便在人力资源分析领域进行进一步的研究。从从业者的角度来看，该研究提供了支持组织内创新分析项目设计的见解。本文提供了一个大型的系统化工作和研究议程，以便在人力资源分析领域进行进一步的研究。从从业者的角度来看，该研究提供了支持组织内创新分析项目设计的见解。