Impact of HR Analytics Utilization on Organizational Communication Effectiveness

Abstract

This study examines the implications of utilizing HR analytics in assessing the effectiveness of organizational communication within the corporate sector of Karachi, as well as the positive mediating role of data pillars in shaping decision-making culture. Although the use of HR analytics is increasingly prevalent in corporations, its direct impact on communication effectiveness remains insufficiently investigated in the local context of Karachi. The research aims to determine whether and how the integration of HR analytics can enhance communication within organizations, both directly and indirectly, by creating a data-informed decision-making environment. A quantitative methodology was employed, and an online survey was conducted among 160 corporate employees who were conveniently sampled. The data were collected for analysis using a Likert scale questionnaire and were analyzed in SPSS, incorporating mediation analysis via the PROCESS macro developed by Andrew Hayes. The outcomes reveal that HR analytics have a powerful, positive influence on communication effectiveness (β = 0.34, p < 0.001) and support the development of a data-driven culture (β = 0.16, p = 0.01). This culture, in turn, has a significant effect on communication (β = 0.19, p = 0.01). However, the mediating effect of this relationship was statistically insignificant (indirect effect = 0.03), indicating partial mediation. The Information is derived from these findings; it is recommended that organizations strengthen their HR analytics implementation and foster a culture of data-driven decision-making that improves communication outcomes.