Big data and HR

26 Dec

Big data is useful for making long-term strategies.

Human resources analytics has become a major tool for many in the industry, but some people are still debating its cost effectiveness. In fact, its usefulness to an organization only goes as far as how much the organization incorporates big data into its long-term strategies. Business 2 Community called this a difference between strategic thinking and tactical thinking. Tactical thinking involves coming up with solutions on the fly to problems as they arise, but strategic thinking considers plans that stretch into the longer term, such as an overall strategy for expanding its business or running things at a certain office. An additional consideration is the choice behind who is using HR analytics. According to Forbes, it should really be a data scientist who looks at that HR information, rather than HR professionals themselves. The information that comes through is complex enough that it may be a good idea for companies planning to include HR in their strategizing to hire a scientist.

Coming up with new strategies is one of the major strengths behind big data. By looking at a great deal of information very carefully, a company can effectively create a "big picture" approach to its planning, so that it can take correlations between the way an office is structured in one department and the output at that office, along with its employee management system, and make that into a long-term approach for hiring people who are highly functional in certain environments. Tactical thinking, in contrast, is a short-term fixing strategy that may not fully use the more forward-looking scope of data analytics.

According to Forbes, it can take between five and eight years to fully realize the potential of big data by completely incorporating it into the way a company works. This means that those who plan on working with data analytics will need to think in the long term.

Hiring a professional data scientist
Companies that plan to make big data a major part of their future calculations for running a company would be making the right choice to hire a data scientist. As an alternative to this approach, which involves hiring someone whose only job would be crunching numbers, they might consider someone who has both a scientific and HR background. The goal is to find a person with the appropriate talent for looking at the information and correlations found through the use of data analytics software. According to Forbes, only about 15 percent of organizations believe they are capable of fully realizing the potential of data analytics. In order to better incorporate big data into a company, the kind of people that enter the HR field will have to change. Schools will begin teaching big data to human resources students, and professionals who are already in the field will begin training so they can understand data sets and how big data actually works. It is likely that big data will become more common in such a future, but until that time, finding people with the right background in analytics along with HR experience may prove challenging.

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