Despite tangible benefits in other areas, the value of HR and Big Data is unclear.
Much has been written in recent months about the potential for HR and Big Data (here) to transform the way HR can influence a business. Meghan M. Biro wrote a piece at Forbes (here) about how some forward thinking, predominantly tech focused businesses are investing in sophisticated data mining technologies in order to uncover the hidden behaviours and characteristics that lead to successful performance.
Big Data’s greatest HR value may well be as a predictive tool. By analyzing the skills and attributes of high performers, Big Data allows organizations to build a template for future hires. HR and leaders can learn what to look for with incredible precision.
Big Data is undoubtedly a buzz word in the wider economy. The use of new database analytics capable of crunching huge amounts of data, offers up the tantalising prospect of being able to uncover hidden patterns, trends and relationships that have until now remained unknown. Given the escalating amount of #hr247 information we generate every day of our lives, it seems to make sense to try and use this information to gain genuine insight.
By Bob Marshall July 12, 2013 - 1:07 pm
Ignorance of Deming’s 95/5 is no defence.
By Max Blumberg August 12, 2013 - 5:49 pm
I think you misunderstand Big Data. Big Data is not only about intrapersonal factors: it specifically seeks contextual variables such as culture, environment and team dynamics which interact with an individual’s intrapersonal characteristics and result in high performance.