What is Big Data?
The latest buzz words ‘HR Big Data’ have become a regular part of the conversation within HR circles these days. It is best described in its most basic form as; huge amounts of data with equally large numbers of permutations or variables.
When we understand big data these variables can be processed quickly enabling HR departments to analyze data thoroughly so that faster and more qualified results can be obtained, promoting better decision making.
There are also many HR departments that don’t see what all the fuss is about when it comes to HR Big Data. Many companies of this opinion are possibly not utilizing data analytics to its full potential. Some HR professionals are happy enough to dip in and out of big data in order to produce and get across the line those necessary reports. Late adapters to technology could find themselves falling short when it comes to mining data to improve decision making and systems implementation.
How Safe is Your HR Department from Big Data? This title may seem a little misleading but in reality your HR Department does need protection from Big Data. Workforce Management Software can handle Big Data Analysis to scale.
HR Big Data – Can You Handle it?
With the exponential speed and growth of big data comes a greater need to take responsibility. Information is growing at a rate that has never been witnessed before across all industries. Retrieving or processing this data can be overwhelming without the appropriate systems in place.
Take the internet for example, content is been uploaded at an incredible rate. 90% of the World’s data was created in the last two years. What an overwhelming statistic! Our appetite to consume new information is growing at a rate that may be deemed to be at dangerous levels. Levels that if not monitored could spiral out of control.
When it comes to industry, there is no difference. Content that is relevant (and some not so) and worthy of digital real estate is been produced at lightning speed. How we manage this data determines our success. This is the same for all data compilation systems across the board.
With Human Resources there is no getting away from the fact that high level decision making works best when driven by data. Data collection systems similar to Mitrefinch, Time and Attendance System will record workforce activities accurately and output analytics that will improve decision making and productivity. Better data equals better business performance and those organizations that embrace this practice are likely to outperform by two fold those who don’t.
HR systems of old were notorious for inconsistencies and flawed reporting. With big data management now an everyday requirement for business success, the pressure is now on HR software developers to bring with them their ‘A Game’ when producing new and innovative HR software modules.
Key Benefits of Big Data Analytics Include:
- Increase accuracy.
- Faster decision making process.
- Reduce costs.
- Improve employee performance.
- Create specialist positions.
Google do it well because they Understand.
In 2009 Google decided they wanted to make better Bosses. They started an initiative code named Project Oxygen. The thinking behind this was to find out from employees what they really wanted from their bosses. The data mining giants began to analyze employee performance reviews, survey data and nominations for Manager Awards all recorded in their HR or People Department. Their ‘People’s Analytics’ teams produced the Eight Habits of Highly Effective Google Managers from the analysis carried out.
The main findings of the study discovered that a manager’s technical ability wasn’t as important to employees as ‘manager accessibility’ was to them. The employees wanted their managers to talk to them at a personal level as well as at a technical level.
According to Google’s Lazlo Bock – “We were able to have a statistically significant improvement in manager quality for 75 percent of our worst-performing managers”.
Big data analysis worked really well for Google HR. It enabled them to produce better manager training methods, improving morale and performance among individual team members.
The future HR Department
There is a perception that Big Data couldn’t possibly replace or even come close to ‘Years of Experience’ or ‘Human Intuition’. This is true but that’s not the purpose of big data. Its goal is more defined than that. Imagine how productive and smoothly our businesses would run if we were to embrace HR big data and drive it with our experience been the guiding force on the road to success. Properly Implementing key findings from data analysis is both beneficial to employees and the business.
In order for big data analytics to work, the data itself must be of good quality. If data is sub standard the implications can have worse outcomes for businesses than those not doing anything at all. Finding meaningful results and metrics from data is needed to set standards for your Hr Department going forward
Is the future safe? One would like to think so. The expectation and need for HR departments to embrace and fully analyze data gathered are increasing all the time. Big data analytics will generate specialized positions in the HR department of the near future (if not already). Statisticians and Project Managers will soon be commonplace in HR. Is your department ready for Big Data?
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