在挪威市政医疗保健服务中，哪些因素影响了人力资源分析在人力资源管理中的使用？
What influences the use of HR analytics in Human Resource management in Norwegian municipal health care services?
机构信息
Department of Health Research, SINTEF Digital, Trondheim, Norway.
Department of Public Health and Nursing, Norwegian University of Science and Technology, Trondheim, Norway.
出版信息
BMC Health Serv Res. 2024 Sep 27;24(1):1131. doi: 10.1186/s12913-024-11610-y.
BACKGROUND
The centrality of human resources in the provision of healthcare suggests that Human Resource (HR) management and the use of Human Resource analytics - use of digital data to better understand, assess, plan and organize the workforce - can play an important role in this. However, data driven decision making in the field of human resource management is lagging, and the appropriation of HR analytics in the healthcare sector is limited.
AIM
The current study explores the role of HR departments and the adoption of Human Resource analytics in four municipalities in Norway to obtain insights into what influences the use or lack of use of HR analytics.
METHODS
Empirical data were generated through qualitative interviews with fourteen individuals working in HR departments, the municipal administration, and the healthcare services. Structurational theory guided the analysis. The findings show that none of the municipalities made extensive use of data to inform decision making related to human resource management or workforce planning.
RESULTS AND CONCLUSION
Three conditions hampered or made irrelevant the use of HR analytics: a decoupling between the services and HR, a weak data-culture, and HR and decision-making processes involving a plurality of stakeholders. However, there were changes underway in all municipalities related to the role of HR and HR analytics.
背景
人力资源在医疗保健服务中的核心地位表明，人力资源（HR）管理和人力资源分析的应用——利用数字数据更好地理解、评估、规划和组织劳动力——可以在这方面发挥重要作用。然而，人力资源管理领域的数据驱动决策滞后，医疗保健领域对人力资源分析的应用有限。
目的
本研究探讨了挪威四个城市的人力资源部门和人力资源分析的采用情况，以深入了解影响人力资源分析使用或不使用的因素。
方法
通过对十四名在人力资源部门、市政管理和医疗服务部门工作的个人进行定性访谈，产生了实证数据。结构理论指导了分析。研究结果表明，没有一个城市广泛利用数据来为人力资源管理或劳动力规划相关的决策提供信息。
结果和结论
有三个条件阻碍或使人力资源分析变得无关紧要：服务和人力资源之间的脱节、薄弱的数据文化以及涉及多个利益相关者的人力资源和决策过程。然而，所有城市都在与人力资源和人力资源分析的角色相关的方面发生变化。
Zotero 插件