Bridging the gap: HR analytics adoption in the VUCA world of Industry 5.0

Purpose-This study aims to examine the variables that impact the adoption of human resource (HR)analytics in Industry 5.0 and in the volatile, unpredictable, complex and ambiguous (VUCA) environment.The paper examines the elements that either promote or hinder the use of HR analytics. Design/methodology/approach-This study used a mixed-methods approach. Initially, whileconducting a qualitative study of 15 companies, 30 respondents became willing to participate in theinterviews and share their experiences. Subsequently, a quantitative study was performed by a randomselection of 26 organizations to get pertinent responses. The researchers conducted a random survey of259 workers from thesefirms. Findings-The research revealed that strong leadership support is crucial in building trust and minimizingemployee resistance to using a data-driven strategy in HR analytics, particularly in a VUCA environment.Training programmes and support systems within a VUCA environment may help workers overcome skillgaps and alleviate fear of job security in the midst of transition. Research limitations/implications-The present study used a cross-sectional approach, so the ability toidentify cause-and-effect linkages between elements and the use of HR analytics will be limited. Inaddition, researchers might use a longitudinal study design to monitor and analyse changes that occur overtime. Originality/value-First, it goes beyond a simple examination of HR analytics usage. It occupies adistinct and exceptional position in relation to the VUCA world, as well as the increasing challenges ofIndustry 5.0. This study also identifies the significance of employee's personal characteristics whileimplementing HR analytics. This also leads to fascinating congruity between the results of the qualitativeand quantitative analysis.