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This study aims to improve the definition of HR Analytics as a way to direct a taxonomy linked to the managerial implications of the activity in organizations.HR Analytics has been a growing focus of works with objectives linked to (i) Human Resources Management subsystems and (ii) propositions of frameworks for structuring the theme. However, the literature indicates that there are difficulties in administering the activity and little distinction about resources and activities related to these objectives.Based on a bibliometric survey of publications on the subject in the Scopus database in the last 10 years, characteristics of interest were identified and an analysis was carried out under the perspective of Systems Theory.The analysis allowed to identify different objectives for HR Analytics, which, managerially, means the mobilization of different resources, components and forms of administration and, academically, distinct definitions and boundaries with adjacent themes.The application of Systems Theory to differentiate the objectives of HR Analytics seems to point out that the evolution of the understanding of the subject is linked to the differentiation of the administration of resources and components according to the intended objectives.Based on the results of this research, proposals for frameworks for HR Analytics can be better directed from the point of view of processes and human and technological resources to be mobilized."