Relating the Use of Different Type of HR Analytics in Different Strategic Firms with the Use of Social Media within the Organization

The main purpose of this paper is to identify relationship between typology of human resource analytics (HR analytics) used in different types of strategic firms (cost leadership and differentiator) with or without use of enterprise social media (ESM), during talent management (TM) in the organization. Business analytics (BA) has attracted growing attention mainly due to the phenomena of big data. While, studies suggest that business analytics is positively related to organizational strategy. Contingency theory holds that HR management methods are selected in accordance with the types of business strategy. This paper shows alignment of business strategy to HR strategy to HR analytics for organization’s long term success and performance. More specifically, we present a conceptual framework, which illustrates how cost leadership (CL) and differentiator (DIFF) strategy firms differ regarding their use of different HR analytics types (descriptive, diagnostic, predictive, prescriptive) with or without use of Enterprise social media (ESM). Chi-square analysis was used to test the interdependence.