How Big Data Is Impacting Human Resources? - Tips&Tricks


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Thursday, 9 November 2017

How Big Data Is Impacting Human Resources?

If one is asked to name a single technology that has the potential to bring about most drastic changes in the business scenario of this world in the immediate years to arrive, Big Data is undoubtedly the only word one could find to be the most appropriate. It is fundamental to leverage huge data sets for observing global trends and increasing productivity exponentially.

Big Data Impacting Human Resources

Big Data allows data scientists or experts of enterprises to analyze industry and market phenomena to arrive at better business decisions and make a considerable improvement in their operations in all departments.

Human Resource or HR too is one of them, and it is being said that Big Data will play a considerable role in shaping the overall structure and direction of the process of workforce management in future.

Using Big Data in human resources operations helps in increasing productivity and drawing meaningful insights.

There are a number of ways in which Big Data may enhance the HR operations to a considerable extent, and a few of them are improving employee engagement drivers, increasing quality of hires, increasing productivity using KPIs, building skill set of employees and setting benchmarks.

Delving deeper into each one of them will let us have a fair idea of the overall process. 

1. Improve Employee Engagement Drivers

The beauty of Big Data is that any enterprise banking upon its potential is able to benefit from huge data sets accumulated from across the globe and analyze them to arrive at better business decisions.

In terms of improving key employee engagement drivers such as job satisfaction, relationships with co-workers and management-employee interaction, Big Data may be used quite effectively.

For example, various factors affecting job satisfaction or meaningfulness of work for the employees can be analyzed on the basis of Big Data and further, best strategies suiting the requirements of organization’s workforce may be implemented.

Similarly, issues concerning employees’ relationships with their co-workers may be observed on the basis of Big Data patterns and trends, to devise better ways for ensuring amicable and cooperative work environment at the office or industrial premises of an enterprise.

A healthy management-employee interaction too plays a vital role in the smooth execution of a company, and a thorough Big Data analysis helps vast organizations exactly realize the points in the process that require immediate attention for taking effective remedial steps in time.

2. Increase Quality Of Hires

In an increasingly competitive world with more candidates for every work position, it becomes highly imperative to ensure that the workforce is technically, academically and professionally best available within the financial constraints.

Following legacy procedures, it was not possible to optimize this goal as the size of candidates’ data sets used to remain confined within certain limits despite all the efforts.

Big Data does away with this hindrance beautifully and offers not only a plethora of a huge data base of candidates but when integrated with a capable Data Analytics & Visualization tool, it also provides a visual inference of the results that match these requirements in the most optimal manner.

It promises a definite increase in the quality of hired candidates, and a better ROI in terms of the paychecks offered to them by the company in the long run.

3. Increase Productivity Using KPIs 

Key Performance Indicators or KPIs are used in the HR department of every industry sector to determine various important factors, on the basis of which the overall performance of its workforce is evaluated.

Using KPIs to measure performance and other core factors help in achieving goals in a better and efficient manner. From sector to sector and organization to organization, there might be a considerable difference in the determination and process of assessment of these KPIs.

With a smart use of Big Data, the KPIs pertaining to the human resources of a company may be evaluated on the basis of analysis carried out on huge data sets comprising innumerable companies and details pertaining to their HR KPIs. 

It helps in offering a clearer picture of organization’s overall HR performance through a certain period of time with better accuracy and details.

4. Build Skill Set Of Employees

It is an established fact that every successful organization is found to be striving hard towards skill development of its human resources.

While many organizations offer on the job training sessions and conduct regular workshops, some prefer to encourage them to pursue additional weekend courses and independent certification modules.

Because the skill based requirements of every organization are inherently different from the same pertaining to any other organization, it becomes necessary to see things in a broader perspective when it comes to determining the skill development strategy for an enterprise.

Big Data analysis provides the HR executives of a company with a wide set of inferences based upon the skill requirements of organizations from across the globe, and the strategies they have adopted to fulfill them.

It equips the HR managers with the vision and relative conclusions that may help them decide a proper and appropriate skill development strategy for their workforce.

5. Set Benchmarks

Benchmarking is a process under which the HR department of an enterprise designates various criterion and yardsticks for its workforce to both adhere to and yearn for, in order to offer the best of their talent and efforts to the organization.

Again, this is not a straight and simple task as the HR based requirements in different organizations too differ from each other in intricate and peculiar manners, based upon the scope and nature of their business.

Herein, Big Data may capably provide them with a gamut of case studies, complete with their exhaustive analyses and sharp conclusions that may help the HR executives decide what approach might be the most appropriate to determine benchmarks for different sets of employees working for their organization.

While on one hand, it stimulates the workforce to offer its potential in the most innovative and rigorous manner, it also fills them with a sense of participation and responsibility while discharging their duties.

This is a Guest Post by Shantanu Chaturvedi, You Can Also Write Guest Post for Us.

About the Author 

Shantanu Chaturvedi is director of technology at Stepout Solutions. Visualr, a data visualization tool by Stepout Solutions helps in exploring business insights by converting data into information. You can connect with him on LinkedIn to know more about his work. 

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