Digitisation, new technologies and artificial intelligence demand organisations for new ways of working with a different skill set to accomplish strategic objectives. HR analytics is the scientific solution enabling organisations to make significant human capital and strategic business decisions and thereby gain a competitive advantage. However, theory-based relationships in HR analytics adoption is meagre. Further, there is a paucity of HR analytics literature on the role of contextual factors that affect organisations in building predictive HR analytics (PHRA) capability. Addressing this gap, we develop a conceptual framework through the lens of the Technological-Organisational-Environmental (TOE) framework and Resource-based theory to examine the relationships among the antecedents and consequences of PHRA capability considering talent management under the moderating effect of a data-driven culture. This paper is possibly the first study to propose a theoretical model to examine the effect of PHRA capability on talent management outcomes.

数字化，新技术和人工智能要求组织采用具有不同技能的新工作方式来实现战略目标。人力资源分析是一种科学的解决方案，使组织能够做出重要的人力资本和战略业务决策，从而获得竞争优势。但是，HR分析采用中基于理论的关系微不足道。此外，关于影响组织在建立预测性HR分析（PHRA）能力方面的背景因素的作用的人力资源分析文献很少。解决这一差距，我们通过技术，组织，环境（TOE）框架和基于资源的理论来开发概念框架，以考察在数据驱动文化的适度影响下考虑人才管理的PHRA能力的前因与后果之间的关系。本文可能是第一个提出理论模型以研究PHRA能力对人才管理成果的影响的研究。