Dive Brief:
- “Big data” describes the sheer volume, variety and velocity of data that resides within most companies. This mega information is difficult to store, search and analyze, especially with disparate systems and tools, according to an article at Halogen Software's Talent Space blog.
- Big data analytics for HR means searching for trends, patterns, correlations and insights about human behavior. The goal is to uncover something that the business didn’t know and to be predictive when it comes to certain HR functions like recruiting, training and choosing between HR initiatives, writes Cathy Missildine, co-founder of Intellectual Capital Consulting, Inc. and president of SHRM-Atlanta.
- Given the importance of human capital in the U.S. economy, HR needs to enter the big data game in order to make sure organizations remain competitive and that top talent is both acquired and retained, she writes.
Dive Insight
In the next five years Missildine strongly believes HR’s focus must be around talent management. It’s about acquiring the best, retaining the best, recognizing the best and developing all talent, she says. Because these processes often are expensive, HR must see talent management in a strategic light. HR needs to understand where the company is headed and what skills and competencies will enable the company to reach its goals.
She recommends analyzing employee performance, engagement, productivity and movement data (promotions, laterals, etc.) to uncover valuable insights about what keeps an employee engaged and productive.
The big data game has started, Missildine writes. It's past time for HR to get on the field.
