PEOPLE ANALYTICS IN THE PORTUGUESE ARMY

Resumo

This article examines the integration of People Analytics (PA) into the Human Resource Management (HRM) framework of the Portuguese Army, with a particular focus on career management. PA can be defined as the systematic use of data, statistical methods, and analytical tools to support HRM decisions, replacing intuition-based approaches with evidence-driven processes. The study employed a mixed-methods design and an abductive research strategy, incorporating a Systematic Literature Review, a survey conducted among permanent staff members, and an interview with a career management technician. Quantitative analysis, using exploratory factor analysis, identified five critical HRM indicators: Organizational Environment, Career Development, Communication and Feedback, Current Functional Status, and Mobility and Placement. Qualitative findings highlighted three structural challenges: stagnation in career progression, perceived lack of transparency in evaluation and promotion systems, and functional misallocation in placements. The results demonstrate that PA can serve as a strategic tool to align individual competencies with institutional objectives, support fairer mobility decisions, foster transparent and merit-based career progression, and sustain talent development. Limitations are acknowledged, including fragmented data systems and hierarchical rigidity, and recommendations for future research are presented, particularly the need for data integration and the development of digital literacy within the organization.