The world of business is seeing quite a transformation lately, and one of the key contributors to this is the mountain of data flowing in. Be it the variety, volume, or speed, big data now plays a prominent role, adding value and aiding strategic decisions like never before. Analytical methods of the past will clearly not work!
As the numbers of transactions, customers and thereby employees too are growing, human resource professionals must work towards upgrading themselves with newer methods and technologies so that decision-making can be speeded up in the face of the dynamic business environment. Information of various kinds is available on the Internet and other free resources; a better choice, though, is to pick up a professional HR certification, which would serve as an accredited recognition, a benchmark of sorts.
The variety of people-related data includes the following:
- Skill sets of employees
- Performance ratings
- Age and health records
- Educational background
- Reporting relationships
- Prior roles
Proper comprehension and analysis of these aspects is invaluable for HR professionals. This can aid them in planning the future development of employees, in line with which they will also need to work to improve:
- Training and development
Converting data into information
The following steps are a must to convert employee data into actionable information:
- Predictive analysis: Attempt future personnel requirements in terms of new hiring as well as further training and development of current and new hires
- Monitoring: Keep a close watch on the current performance of employees, and note any problems that come up
- Reporting: Clearly outline the happenings of the past in order to facilitate comparison for future plans
Impact of Big Data on human resource management
It is quite apparent that Big Data is all set to transform HR management, and a top HR certification would place HR personnel well to make the most of the information.
Some of the ways in which this transformation could come about are enumerated below:
👉🏼Streamlining the hiring process:
Gathering data such as salaries, sales data, and benefits packages are not too difficult. Big Data makes it simple to gather and examine the data before, during and after hiring. This allows the organization to develop a more efficient workforce and to make smarter hiring decisions. HR teams can come up with efficient recruitment strategies to be able to get only top-tier candidates.
👉🏼Improving the motivation and engagement of employees:
Tracking the activity of employees can allow HR to locate and reward the top performers; similarly, inefficient behavior, policy violations or other activities negatively impacting the growth of a company can be tracked, with prompt action being taken in the case of the concerned employee.
👉🏼Better utilization of resources:
Managing human capital is in focus, and effective use of human resources can help the company to stay ahead of its competitors. Big Data also enables better workforce management, with tools that allow data-driven scheduling, dispatching, task management, and other functionalities. The ultimate goal is improved efficiency.
👉🏼Higher retention rates:
Dissatisfied employees will directly lead to high employee turnover. As an HR person, it is easy to locate patterns and trends in employee behavior, and modify policies and facilities accordingly. This will have a positive effect on employee loyalty and motivate them to continue their association with the organization.
👉🏼Planning for the future:
From political happenings to global events, there is much that HR must take note of. Big Data and predictive analytics can help the business to look ahead and make sound, insightful recommendations.
Big Data is not a mere tool but in effect a strategic opportunity for organizations. People are the driving force of any organization, so make the most of them with the use of Big Data and improve your HR management.