The HR department has a major role to play in the development of an organization. The way companies create jobs is enhancing transparency and speed, but all this generates a massive amount of data. I am talking about big data here. Analytics and data are becoming the major differentiators within HR teams.

Analytics will enable HR teams to make sense of data that they gather and derive value from it. So, human resource departments are constantly seeking new ways to utilize analytics across their organizations to improve their efficiency and results. In this post, I will help you understand why big data is crucial for HR departments to become strategic business partners in their companies. Let’s have a look at the areas of HR that are influenced by big data and analytics.

Employee Engagement and Motivation

HR can find and honor the top performers in an organization by monitoring the activity of every employee on the job. On-the-job data, on the other hand, can offer insights into violations of expected standards, activities, policies, and ineffective behavior that impact the growth of an organization in some way. The HR department can take prompt corrective action based on these insights.

Metrics on employee engagement, motivation, and performance can enable companies to retain their most valuable employees and leverage their human capital. Big data can reveal the state of an employee in an organization. For example, if a few employees are struggling without proper training and other support, the management and HR can find out about this with the help of big data, so that the employees can receive the necessary help. In some cases, that may entail moving employees to a different location or role, thereby leveraging their skills and talents in a way that benefits the business.

Improving Employee Retention

In industries that generally experience high turnover, big data can be a powerful tool for improving retention. The motivations behind an individual leaving the company are provided by employee exit interviews, but this data has been deemed unreliable in improving net retention in the long run.

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Today’s HR teams can determine trends and patterns, implement programs that are driven by data and aimed at enhancing loyalty, and present reasons for employees leaving the company by taking advantage of data analytics. HR can analyze their workforce in various ways to unveil the needs and desires of employees, offering the right benefits and perks, the right flexibility level to retain top performers, and the right level of support by using methodical surveys on employee satisfaction that provide quantitative data.

Increase in Performance

Data analytics provides valuable input on performance and the net results of an employee. Analysts can determine the areas which need better results, additional workforce, or more attention from existing staff members. Such analysis begins from general conclusions about organizational results over particular units to individual achievements.

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Talent Acquisition

Talent acquisition is a major component of HR’s activities. Nevertheless, many organizations still find it difficult to locate the best candidates, as more than 20 percent of people who are newly hired leave the organization within 45 days of their joining due to temperament issues or poor performance. New data models reduce this problem significantly with comprehensive analysis of the early performance, education, and background of an applicant.

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Better Planning for the Future

HR teams need to deliver better results on a daily basis, as well as devising strategic plans for the future. Big data enables them to predict upcoming trends and make business plans according to those trends. By using big data in scientific ways, we can talk about the past and predict the future.

Conclusion

In recent years, much of the job application and search process has become data-centric and digital. Most of today’s job-seekers are turning to online resources. While recruiting and online applications might make the volume of applicant data and applications seem overwhelming to human resource departments, the digital age opens the door for big data to make retention and hiring more streamlined and efficient than ever before. If harnessed correctly, big data could prove to be an ideal business solution to solve the problems faced by HR professionals, particularly in terms of employee retention and talent acquisition.


Ravindra PicSavaram Ravindra was born and raised in Hyderabad, popularly known as the ‘City of Pearls’. He is presently working as a Content Contributor at Mindmajix.com. His previous professional experience includes Programmer Analyst at Cognizant Technology Solutions. He holds a Master’s degree in Nanotechnology from VIT University. He can be contacted at savaramravindra4@gmail.com. Connect with him also on LinkedIn and Twitter