The use of taxonomic analysis for the purposes of HR analytics

Abstract

The article is devoted to the study of the effectiveness of an enterprise’s HR strategy, taking into consideration the conditions of digitalization by applying taxonomic analysis as a component of HR analytics. The research is based on the HR concept of a new type according to the maturity model of HR-analytics, which determines the directions of support for systematic analytics and the implementation of its goals regarding the basis for making effective management decisions. The directions of applying taxonomic analysis in various areas are analyzed, in particular, to determine the level of solvency, to assess a company's development strategy, to study the effectiveness of management of the economic potential of enterprises, to assess the ability of an enterprise to implement an innovative strategy, etc. The expediency of implementing the taxonomic analysis method in the field of HR analytics, taking into account digitalization factors and HR metrics, is substantiated. Nine indicators are chosen for the calculation of the taxonomic indicator, namely: an ICTS subindex of the Global Innovation Index and investments in software and databases in Ukraine, which made it possible to take into account the external factors of digitization; return on capital as an internal factor in digitalization; the staff turnover ratio, the level of working time loss, the average length of service, the average salary at the enterprise, profit per employee. According to the methodology, the researched indicators of the effectiveness of the HR strategy in the conditions of digitalization are divided into stimulators and destimulators. A graphic representation of the dynamics of the taxonomic indicator of the HR strategy effectiveness is given for the period from 2013 to 2022. It is recommended to implement targeted approaches to building a road map of HR digitalization, which will increase the efficiency of personnel management processes.