Role of Big Data in Human Resource Management

Big data in human resource management refers to the use of many data sources to evaluate and enhance practices including recruitment, training and development, performance, compensation, and overall business performance.

It also has attracted the attention of HR professionals who now can analyze mountains of data to answer key questions regarding employee productivity, the impact of training on business performance, employee attrition and more. Using sophisticated HR software that offers robust data analytics HR professionals can make smarter and more accurate decisions.

Recruitment:

Recruiting top talent for the enterprise is the primary task of HR departments. They need to select applicants’ resume and interview appropriate candidates until they find the person they are looking for. Big data provides a broader platform for the recruitment process, which is the Internet.

By integrating recruitment with social networking, HR recruiters can find more information about the applicants, including personal video picture, living conditions, social relationships, ability etc., so that the candidate’s image becomes more vivid and can recruit the best fit. Moreover, the applicants can learn more about company information and the recruitment process is more open and transparent.

Training and Development:

Workforce training is an important part to ensure the sustainable development of a business. Successful training can increase employees’ level of knowledge and enhance their performance. So that enterprises can keep their advantages of human resources in fierce competition and increase their profitability.

Traditional employee training requires a lot of manpower, material, and financial resources. With the advent of big data, information access and sharing have become more convenient. Employees can easily search and find the information they want to learn through the network at any time or anywhere.

Sophisticated software can help HR professionals record data of studied behaviors of every employee, who not only can use the online system to analyze their own training needs, but also can choose their favorite form of training.

Moreover, the workforce can accept online tests and feedback at any time, which can enhance learning interest effectively. Based on the learning data, the software helps HR professionals predict an individual’s possible improvement point.

Performance and Compensation:

Compensation is typically the most important indicator that attracts potential candidates, and obtaining salary is one of the ultimate goals of employees to participate in the work.

Traditional performance management systems often have more qualitative and less quantitative terms and compensation is out of touch with performance results.

With the utilization of big data in performance management, HR professionals can record daily workload, the specific content of the work and the task achievement of each employee, using cloud-based technology to analyze this data.

Finally, according to pay performance standards, salaries can be calculated automatically. Sophisticated HR management software that performs these operations not only improves work efficiency but also reduces enterprise investment in human capital.

The use of big data in HR management has become common and is known as talent analytics; it enables HR professionals to effectively manage employees so that business goals can be reached quickly and efficiently.

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