To survive in a highly competitive world, the corporate world is witnessing a paradigm shift from a traditional Human Resource Management approach to a Strategic Human Resource Management approach through the incorporation of various technology-based advancements such as Human Resource Analytics. This quantitative research aims to investigate the effects of Perceived Usefulness, Social Influence, and Facilitating Conditions on the adoption of Human Resource Analytics by employees working in HR departments of listed companies in Pakistan. Data was collected from 490 respondents working in the listed companies. The psychometric analysis and path analysis (to test hypothesized relationships) was conducted through Structural Equation Modeling. The results confirm that Perceived Usefulness, Social Influence, and Facilitating Conditions are positively associated with Intentions to adopt Human Resource Analytics and intentions are positively related with actual adoption of Human Resource Analytics from the perspective of employees working in Human Resource Departments. The findings of this research contribute to our understanding of the behavior of Human Resource employees for the adoption of novice approaches in Strategic Human Resource Management.

Keywords: Adoption, Facilitating Conditions, Human Resource Analytics, Intentions, Perceived Usefulness, Social Influence, Theory of Planned Behaviors.