Digitisation, new technologies and artificial intelligence demand organisations for new ways of working with a different skill set to accomplish strategic objectives. HR analytics is the scientific solution enabling organisations to make significant human capital and strategic business decisions and thereby gain a competitive advantage. However, theory-based relationships in HR analytics adoption is meagre. Further, there is a paucity of HR analytics literature on the role of contextual factors that affect organisations in building predictive HR analytics (PHRA) capability. Addressing this gap, we develop a conceptual framework through the lens of the Technological-Organisational-Environmental (TOE) framework and Resource-based theory to examine the relationships among the antecedents and consequences of PHRA capability considering talent management under the moderating effect of a data-driven culture. This paper is possibly the first study to propose a theoretical model to examine the effect of PHRA capability on talent management outcomes.
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