Strategic Integration between Human Resource Management and Organizational Orientations in the Era of Business Intelligence
Keywords:
Human Resource Management (HRM), Business Intelligence (BI), Strategic Integration, HR AnalyticsAbstract
The rapid acceleration of digital transformation, coupled with the widespread adoption of Business Intelligence (BI) systems, has fundamentally redefined organizational structures, capabilities, and strategic direction. In this shifting landscape, Human Resource Management (HRM) has evolved beyond its traditional administrative role to become a strategic enabler, driving organizational performance through data-driven insights and agile talent management strategies.
This study examines the strategic integration of HRM functions with institutional orientations in the context of BI. It emphasizes the role of HR analytics, intelligent workforce planning, and the alignment of human capital competencies with dynamic business goals. Adopting a mixed-methods research approach, the study combines qualitative case studies with quantitative analysis of organizational data to assess how HRM contributes to organizational agility, innovation, and resilience through BI-driven practices.
The findings demonstrate that organizations that effectively align HRM with BI frameworks achieve enhanced strategic coherence, improved employee engagement, and increased adaptability to market fluctuations. The study culminates in the development of a conceptual model for HRM–BI alignment, offering practical implications for institutional decision-makers and HR professionals seeking to cultivate a data-oriented organizational culture and achieve sustainable competitive advantage.
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