Table 3 Main themes and features

Data Governance Challenges

Data Privacy and Security (D1)

Protecting sensitive HR data

Compliance, trust issues

Critical for employee data protection

Balancing privacy with business needs

Data Quality (D2)

Ensuring accurate and complete HR data

Fragmentation, varying standards

Essential for reliable analytics

Managing diverse data sources

Data Fairness (D3)

Avoiding bias in HR data

Bias in collection and analysis

Important for fair decision-making

Balancing transparency with privacy

Data Modelling (D4)

Analyzing HR data effectively

Lack of standardization and complex data types

Vital for informed HR decisions

Ensuring clear and interpretable models

Skills Challenges

Lack of Technical Skills (S1)

Insufficient data analysis skills

Focus on soft skills over technical training

Hinders effective HR analytics

Addressing skill gaps in HR

Lack of Analytical Skills (S2)

Inadequate analytical competencies

Misalignment of HR roles and analytical needs

Prevents misinterpretation of data

Aligning HRA with business objectives

Organizational Challenges

Resistance to Change (O1)

Opposition to HRA adoption

Fear of job loss, cultural inertia

Impacts organizational adaptability

Managing change resistance

Budget Constraints (O2)

Financial limitations on HRA

Resource prioritization issues

Limits HRA implementation

Balancing budget with strategic needs

Lack of Decision-Maker Support (O3)

Insufficient leadership backing for HRA

Misalignment with organizational goals

Crucial for HRA success

Engaging leadership in HRA value understanding