What is one way big data is being used within Human Resources?
To help you understand the uses of big data in HR, we asked HR managers and CEOs this question for their best insights. From targeting specific areas of interest to preventing high employee turnovers, there are several ways you may apply big data to better manage the human resources of your company.
Here are five uses for big data in HR:
- Target Specific Areas of Interest
- Predict The Future and Train Accordingly
- Understand Opportunities and Growth
- Create Profiles of Future Employees
- Prevent High Employee Turnovers
Target Specific Areas of Interest
For instance, data shows HR what potential applicants ages 18-24 want most in a job.
That can be incorporated into the recruitment of that age group. It can also show when older employees start to slow down in production and project when they may leave.
That can tell you how many openings you may have years before they happen. These are personal data statistics that play a role in how a company operates, its financial resources, and planning for the future.
Baruch Labunski, Rank Secure
Predict The Future and Train Accordingly
Big data can help Human Resources to predict the future based on HR patterns and trends. Depending on these forecasts, the HR managers can accordingly manage the hiring issues, budget, retention as well as performance hindrances.
Also, these forecasts in turn help Human Resources to train incoming new employees in a way to decrease the churn rate. In general, training without prediction or big data analysis can be an expensive and tedious part. With Big data, both the cost and time can be optimized helping the organization and the employee both. Combining training and prediction using big data can help HRs to stay with the trends and also to optimize time and cost.
Sri Sagar Kalisetty, Terkel
Understand Opportunities and Growth
Big data analytics help HR and companies better understand opportunities and growth. It’s the best use of workforce analytics, which can help respond and predict times when growth will be advantageous to the company. HR leaders can influence business decisions in real-time while accessing the data, allowing maximized proactivity around workforce growth planning and conjecturing future needs in response to organizational uplifts.
Google uses people analytics to better invest in their data infrastructure, answer the vital questions that matter to the business, and use people analytics as an essential component of insights into strategic business partnerships.
Caroline Lee, CocoSign
Create Profiles of Future Employees
Human Resources departments can use big data for recruiting, more precisely, to determine if the person they wish to hire will fit in well with the company’s working culture and contribute something valuable to the company.
Technically speaking, HR uses analytics to create a more accurate profile of future employees and select the most suitable candidates. By doing so, the risk of hiring unqualified people is reduced, and the process of hiring the best employee is shortened.
Ewelina Melon, Tidio
Prevent High Employee Turnovers
By using big data, companies are able to measure which company policies are responsible for retaining employees and turnover in employees. In turn, human resources can implement more programs and policies that work to the benefit of retaining employees so that turnover isn’t as rapid. This will inevitably be beneficial to both the employer and the employee as time goes on.
Kate Lipman, embrace Scar Therapy
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