The development of analytics has revolutionized human resource management by enhancing data-driven decisionmaking. However, human resources analytics (HRA) adoption remains limited, and this is where HR professionals play a crucial role. This study examines the determinants of HR professionals, intention to adopt HRA in addition to their subsequent usage behaviour, utilizing the Unified Theory of Acceptance and Use of Technology model. The study also examines the moderating role of organizational culture in this relationship. Data was gathered through a structured questionnaire from 73 Human Resources professionals in Jakarta. Structural equation modelling-partial least squares was used for the analysis process. The results expose that performance expectancy and social influence significantly impact HRA usage intention, while effort expectancy and facilitating conditions do not. Furthermore, HRA Adoption Intention significantly influences HR analytics usage behaviour. Particularly, organizational culture strengthens the connection between HRA usage intention and usage behaviour. These results emphasize HR professionals’ importance in driving HRA’s adoption, highlighting its performance gains and leveraging social influence. Organizations should adopt a supportive culture to improve the transition from intention to actual usage. The results contribute to the literature by addressing gap in the current understanding of the factors influencing HRA adoption while providing practical implications for organizations targeting to connect the value of HR analytics.
