{"id":2039,"date":"2019-10-31T02:21:05","date_gmt":"2019-10-31T02:21:05","guid":{"rendered":"http:\/\/kusuaks7\/?p=1644"},"modified":"2024-03-06T17:14:03","modified_gmt":"2024-03-06T17:14:03","slug":"six-ways-big-data-is-changing-hr","status":"publish","type":"post","link":"https:\/\/www.experfy.com\/blog\/bigdata-cloud\/six-ways-big-data-is-changing-hr\/","title":{"rendered":"Six Ways Big Data Is Changing HR"},"content":{"rendered":"\t\t
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\n\t\t\t\t\t\t\t\t\tExcellence in the human resources (HR) department can be instrumental in a company\u2019s success. After all, HR professionals assume responsibilities like hiring and firing, on-boarding and training updates and making employees happy, productive and eager to stick around.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tPeople who work in HR often use technologies to impact their work, big data among them. Here are six ways big data in HR has had an impact.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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1. Assisting HR Professionals in Representing Their Companies Accurately<\/strong><\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tMost candidates understandably want to know what it\u2019s like to work at a company before they apply for positions there. They wonder what the typical atmosphere is like, what the company values most and how employees feel about being part of the workforce.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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2. Enabling Better Performance Measurement<\/strong><\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tBig data can also offer useful ways to see which employees excel compared to their peers. Then, it\u2019s easier for an HR team to conclude which workers are most deserving of promotions, for example. Conversely, at some large companies, employees who are struggling to keep up may remain unnoticed.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tApplying high-tech analytics to HR data reduces the chances that employees fall through the cracks. It could also reward the people who are the most productive during a given workday.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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3. Helping HR Representatives Narrow the Candidate Pool<\/strong><\/h3>\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tHiring for open positions can be a costly, time-consuming task. However, big data in HR makes recruiting top talent easier. Firstly, managers could use software to look for internal employees who might be good fits for open positions. Some big data software also has artificial intelligence components that automatically screen for desirable keywords within resumes. That makes it easier to find the right people from the outside.\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tUsing big data for staffing helps companies\u00a0fill open positions in less time<\/a>. The technology allows them to find better-qualified candidates, too.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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4. Boosting Employee Retention and Satisfaction<\/strong><\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tFocusing on keeping workers satisfied and wanting to remain with the company are two crucial aims. When companies fail to do that, the costs associated with turnover can be substantial. According to a 2018 survey by Work Institute, those expenses for businesses\u00a0will reach $680 billion by 2020<\/a>. Then, even if workers don\u2019t get so fed up with a company that they leave, dissatisfied employees can tarnish a company\u2019s reputation by going public with grievances.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tHR data can help companies figure out what factors make employees most likely to quit. It can also pinpoint which workers might be feeling upset about their roles, allowing HR representatives to intervene proactively.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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5. Determining Which Benefits Workers Need, Like or Use Most<\/strong><\/h3>\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tCandidates often look at companies\u2019 benefits information when deciding whether to apply for positions there. That\u2019s not surprising, considering a 2018 survey found\u00a040% of small business employees<\/a>\u00a0depend on their benefits for financial security. Also, if candidates or workers perceive a company offers subpar benefits, they may view competing companies with better benefits as superior places to work.\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tIt\u2019s increasingly common for companies to use big data in HR to find out the best ways to\u00a0make benefits packages for workers<\/a>. For example, they can track how many workers choose to enroll in health insurance or retirement plans, and how satisfied they are with those perks. The resulting information helps companies decide if their employee benefits are sufficient or need tweaking.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tWhen it becomes time to improve worker benefits, polling the employees and analyzing their responses could help businesses make smarter, more relevant decisions, too. Listening to what workers want could help companies avoid wasting money on benefits they won\u2019t use.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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6. Checking to See Where Knowledge Gaps Exist<\/strong><\/h3>\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tWhen a workforce has adequate training, things like injury rates, embarrassing blunders or feelings of being overwhelmed with job responsibilities should decrease. HR data can show enterprises how to\u00a0improve their company training programs<\/a>. It can reveal the most pressing needs while enabling companies to take a more individualized approach to employee education.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tPlus, big data can indicate the payoffs of making training better. It then becomes easier to justify those changes to employees, board members and other stakeholders.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Big Data in HR Gives Competitive Advantages<\/strong><\/h3><\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tThis list highlights how HR representatives can dig into data to tackle their needs. Doing so can help their companies and employees thrive in an ever-demanding landscape.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

HR representatives can dig into data to tackle their needs. Doing so can help their companies and employees thrive in an ever-demanding landscape. HR data can help companies figure out what factors make employees most likely to quit. It can also pinpoint which workers might be feeling upset about their roles, allowing HR representatives to intervene proactively. HR people often use technologies to impact their work, big data among them. Here are six ways big data in HR has had an impact.<\/p>\n","protected":false},"author":665,"featured_media":2516,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[187],"tags":[95],"ppma_author":[3432],"class_list":["post-2039","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-bigdata-cloud","tag-big-data-amp-technology"],"authors":[{"term_id":3432,"user_id":665,"is_guest":0,"slug":"caleb-danziger","display_name":"Caleb Danziger","avatar_url":"https:\/\/secure.gravatar.com\/avatar\/?s=96&d=mm&r=g","author_category":"","user_url":"","last_name":"Danziger","first_name":"Caleb","job_title":"","description":"Caleb Danziger is Co-owner and writer at The Byte Beat. He is tech and science writer and blogger."}],"_links":{"self":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2039","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/users\/665"}],"replies":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/comments?post=2039"}],"version-history":[{"count":0,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/posts\/2039\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media\/2516"}],"wp:attachment":[{"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/media?parent=2039"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/categories?post=2039"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/tags?post=2039"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.experfy.com\/blog\/wp-json\/wp\/v2\/ppma_author?post=2039"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}