BIG DATA AND ANALYTICS IN HUMAN RESOURCES 2
Big Data and Analytics in Human Resources In the coming decades, human resources (HR) is likely to experience perhaps one of itsfastest transformations in modern times. This transformation will touch on almost all aspectsof human resource management. They include goals of HR, its strategies, size, role inorganizations, how it works, and the skills and education […]
To start, you canBig Data and Analytics in Human Resources
In the coming decades, human resources (HR) is likely to experience perhaps one of its
fastest transformations in modern times. This transformation will touch on almost all aspects
of human resource management. They include goals of HR, its strategies, size, role in
organizations, how it works, and the skills and education of HR professionals. Of the many
forces shaping HR trends, the most popular, and perhaps the most influential, is going to be
the use of analytics and big data in HR decision-making.
Big data is the use of various software tools to analyze large data amounts within a
very short time. For HR, big data and analytics will be used to analyze large amounts of
people-related data (Westfall, 2019). Information obtained through such analysis will be used
to make a wide range of decisions that include employee recruitment and training,
performance evaluation, and compensation.
The use of big data and analytics will be popular in human resource because it will
allow HR personnel to make such decisions faster. The decisions made will also be better and
more likely to help the organization meet its objectives in a manner that is efficient.
In preparation for this trend, there are two things that HR leaders will need to do. First,
they will need to hire more data scientists in HR departments (Westfall, 2019). By hiring such
professionals, HR leaders will bring to their departments people with the relevant data analysis
and metrics tracking skills. Secondly, HR leaders will need to establish a robust IT
infrastructure that can handle the firm’s data collection and analysis requirements. Such IT
infrastructure is not only expensive but also requires skilled personnel to manage it. HR
leaders, therefore, need to coordinate with the organization’s leadership to make sure that they
get adequate financial resources for the transition to big data and analytics.
BIG DATA AND ANALYTICS IN HUMAN RESOURCES 3
References
Westfall, B. (2019) 6 Bold Predictions for HR Departments of 2020. Safe Advice.
Retrieved on 12 th April, 2020 from
https://www.softwareadvice.com/resources/the-hr-department-of-2020/
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