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The Changed Scenario of Big Data in Human Resource

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Human Resource professionals

Today, the human resources team needs someone to crunch data and play around with numbers. Perhaps a statistician or someone with analytical capabilities.

Traditionally, HR professionals are perfect and brilliant for motivating people and for legal matters, but they’re not number oriented.

A mere 10% of human resource professionals in the FTSE 100 firms confirm to have degrees in subjects such as statistics, economics, math, and sciences, says Rob Symes, a recruitment consultant for Campbell Black.

Big data is now pointed out as a silver bullet impacting human resource management.

Companies are now generating a large amount of data changing the way we work. Rather than replacing the human workforce, big data poses as an innovating factor to HR professionals capable of using them.

With big data technology transforming the way organizations function today, the human resource management field has been affected by the sheer momentum of the challenge that newer technologies bring.

How human resource is making use of big data?

  • Enhanced employee engagement and motivation – this is possible by keeping track of employees’ activity, thus, HRs can easily identify the top performers and give them awards. If an employee is facing a performance issue, this can easily be detected through data analysis.
  • Streamline the hiring process – sales data, benefits packages and bonuses can easily be collected. Using big data, gathering, and examination of the data can be executed without any hassle. As a result, companies can make smarter hiring decisions. For instance, there’s a talent acquisition software that allows HR teams to collect and gather data of the relevant candidates offering lucrative salary compensation. This helps human resource professionals come up with different strategies to make hiring processes convenient and easy.
  • Future casting – performing forecasting might enable changing of views from a global perspective to a political perspective. By using predictive analytics, this information can easily be used for making positive and insightful recommendations.
  • Increased employee retention – if you’ve satisfied your customers you’re likely experiencing high employee turnover. As an HR professional, you need to stay aware of the trends, implement data-driven programs for employees. Doing so will not only keep your employees interested in retaining for a longer duration but will eventually lead to an improvement in loyalty as well.
  • Legal and ethical issues – privacy is one of the major concerns in the big data field. Most people fear that these numbers might be used against them, moreover, such acts have been accused of being discriminatory. Practices in big data can be seen as a risk management technique.

Many HR professionals are now seeing online certifications as a major escape from traditional practices in human resources. Even so, certified HR professionals have the potential of demonstrating top employers they have skills that are required by industries today.

Earning an HR certification positively affects the career of human resource professionals. It showcases employers that you’re career-oriented as well as professionally skilled.

Given the fast rise of technologies, it is wise for organizations to start adapting to these changes and gather skills that will prove beneficial for businesses.

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