Big data is increasingly used when it comes to a business collating and analysing vast amounts of external information. However, companies should not overlook the potential advantages big data can offer internally, especially for HR. Of course, there are pros and cons to using data to drive internal decision-making. That being said, being aware of how big data could potentially benefit HR is essential in order to ensure best practice in your organisation.
With more data, comes more responsibility. While statistics can provide valuable insights, too much data can be confusing and can cloud judgement. Striking a balance between the stats and the employees behind them is key when it comes to managing your workforce.
So, here are 3 ways big data can positively influence HR and how your organisation can capitalise on this growing business trend:
1.Gain Insights into Your Employees
We all know the age-old mantra ‘a happy worker is a productive worker,’ but how can you tell if an employee is really happy? Using big data is one way to help employers assess workforce sentiments, through satisfaction surveys for example, and allow them to adjust the workplace to suit workers’ requirements. Big data can also be used to guide career development planning and help steer high performing workers in the right direction.
You may even use big data to find out why employees leave and why some choose to stay – vital information for any HR professional. While you shouldn’t underestimate the power of data to analyse your workforce, relying too heavily on stats may make you loose the human side of HR – something no employer can afford to lose.
2. Improve Employer Branding
So, big data can help employers reduce attrition rates of their staff through a better understanding of their workers. However, stats may also help companies create an attractive employer brand that entices new and talented workers who match your business ethos. Big data helps to analyse what people perceive your company ethos or brand values to be – watch out, you may find it’s not what you thought. Allowing this kind of data to drive employer branding will help companies find the right person for the right job, saving time, effort and money for HR.
3. Increase workplace Productivity and Efficiency
We are all aware of the major skills shortage at the moment, not least in the tech industry. One way of combating this is ensuring you hold onto the talent you have, reducing your need to constantly hire workers. That means you need to be sure you are getting the best out of your workers – something big data can help you keep on top of.
Big data can be analysed by HR to identify issues that cause low employee productivity and disengagement, as well as honing in on areas where certain workers feel more comfortable – allowing you to maximise employee efficiency. What’s more? This can be done on a case-by-case basis through analysis of individuals, teams, or entire office floors - for the benefit of your whole business. The proof is in the pudding: according to a survey by IBM and MIT, companies that focus on HR analytics recorded 58% higher sales per employee.
From an HR point of view, the important thing to remember is that when it comes to big data, look at the big picture. Don’t rely on stats to tell you everything about your company’s HR practices. Instead, come to conclusions after having gathered and analysed information from a wide range of sources, and most importantly, always keep open lines of communication with your staff.
For more helpful HR tips and advice, CLICK HERE to sign up to our newsletter.
With more data, comes more responsibility. While statistics can provide valuable insights, too much data can be confusing and can cloud judgement. Striking a balance between the stats and the employees behind them is key when it comes to managing your workforce.
So, here are 3 ways big data can positively influence HR and how your organisation can capitalise on this growing business trend:
1.Gain Insights into Your Employees
We all know the age-old mantra ‘a happy worker is a productive worker,’ but how can you tell if an employee is really happy? Using big data is one way to help employers assess workforce sentiments, through satisfaction surveys for example, and allow them to adjust the workplace to suit workers’ requirements. Big data can also be used to guide career development planning and help steer high performing workers in the right direction.
You may even use big data to find out why employees leave and why some choose to stay – vital information for any HR professional. While you shouldn’t underestimate the power of data to analyse your workforce, relying too heavily on stats may make you loose the human side of HR – something no employer can afford to lose.
2. Improve Employer Branding
So, big data can help employers reduce attrition rates of their staff through a better understanding of their workers. However, stats may also help companies create an attractive employer brand that entices new and talented workers who match your business ethos. Big data helps to analyse what people perceive your company ethos or brand values to be – watch out, you may find it’s not what you thought. Allowing this kind of data to drive employer branding will help companies find the right person for the right job, saving time, effort and money for HR.
3. Increase workplace Productivity and Efficiency
We are all aware of the major skills shortage at the moment, not least in the tech industry. One way of combating this is ensuring you hold onto the talent you have, reducing your need to constantly hire workers. That means you need to be sure you are getting the best out of your workers – something big data can help you keep on top of.
Big data can be analysed by HR to identify issues that cause low employee productivity and disengagement, as well as honing in on areas where certain workers feel more comfortable – allowing you to maximise employee efficiency. What’s more? This can be done on a case-by-case basis through analysis of individuals, teams, or entire office floors - for the benefit of your whole business. The proof is in the pudding: according to a survey by IBM and MIT, companies that focus on HR analytics recorded 58% higher sales per employee.
From an HR point of view, the important thing to remember is that when it comes to big data, look at the big picture. Don’t rely on stats to tell you everything about your company’s HR practices. Instead, come to conclusions after having gathered and analysed information from a wide range of sources, and most importantly, always keep open lines of communication with your staff.
For more helpful HR tips and advice, CLICK HERE to sign up to our newsletter.
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