Effectiveness of human resource management in IT enterprises: the HREII-IT evaluation methodology

Abstract

This article presents a methodological approach to evaluating the effectiveness of human resource management in IT enterprises. The initial problem identified is the gap between operational HR analytics and the results that characterize the status of human capital, team performance, and the company’s achievements. The purpose of the study is to develop and methodologically justify an evaluation system that reflects this connection and provides a basis for diagnosing not only the result but also the mechanism by which it is achieved. Methodology. The theoretical framework consists of strategic human resource management, the resource-based and knowledge-based approaches, human capital theory, the «ability – motivation – opportunity» model, and research on HR analytics. Systemic and comparative analysis, decomposition, scientific generalization, and structural-logical modeling were applied. To develop a comprehensive assessment, the principles of the composite indicator methodology were used, specifically the standardization of indicators, the creation of sub-indices, and their aggregation. In the basic theoretical version of the methodology, equal weights were assigned to the components. The possibility of refining these weights and testing the sensitivity of the results is provided for during the subsequent empirical validation phase. Results. A structure for the HREII-IT integrated index has been developed, based on four interrelated components of an IT company’s human resource management system, namely: strategic integration of HR management (HSI), investment in human capital (HCII), motivation and rewards (MRI), and the maturity of the performance management system (PMMI). The analytical content and a system of indicators have been defined for each component. In the basic theoretical version of the model, the sub-indices are aggregated by calculating their arithmetic mean with equal weights. This approach ensures the simplicity and transparency of the basic calculation; however, it allows for mutual offsetting of component values. Therefore, it is proposed that the HREII-IT composite index be interpreted in conjunction with the profile of its sub-indices, which, in practical application, involves normalizing the composite value to a scale ranging from 0 to 100 points. Originality / Value. The innovative nature of the approach lies in the transition from a set of disparate HR metrics to a multilevel model that traces the sequence «management practices – human capital – behavior and teamwork – enterprise results». The methodology is adaptable to product, service, and outsourcing IT enterprises and can be used to identify HR risks, justify priorities for competency development, and assess the consequences of HR decisions.

JEL: M12, J24, L86, C43.