Traditional methods of HR analysis examined data usually from only one perspective. By integration of individual data about payroll, compensation or productivity, we can obtain the so-called “big data” which in suitable combination has the potential to become a tool for effective strategic management. Hence, the HR manager, for example, can propose an ideal composition of work teams based on workforce makeup, its performance or overall productivity and thus obtain better business results. Five ways how to make big data actionable for HR describes the server Time Management.
The rise of “big data” in HR was particularly driven by a need for unification of HR systems into a one platform during globalization of companies. Workability also speeded up the data through self-service technologies, as employees themselves can enter data into the system. Moreover, the convergence of mobile, cloud and social channels also helps to provide better accessibility and measurability of HR data.
Five ways to profit from “Big Data”
Before it is possible to use tremendous amount of information, it is needed to consider data contribution and its further usage:
How to start
First, it is needed to assess HR and business key performance indicators (KPIs), such as as turnover, recruitment success, etc. Once we find their weaknesses and reserves, we can ask the fundamental questions for the analysis of right data.
Data has to be compatible
A salary has several parts (pre-tax salary, total compensation, etc.). Therefore, it is necessary to unify information with basic definitions for various terms including the rigid structure of input data respected throughout the system, for example, in alphabetical order.
Data uniformity
Unified information is essential for an effective integration across departments, branches or states. The solution is cooperation with global HR consultants who have an aggregating and analyzing data on a larger scale.
Data disaggregation
A large amount of information combining different aspects can be helpful. However, merging data such as wages may provide a false impression of the salary scale. Information needs to be sorted and prevented from distortions hiding in its asymmetry.
Result presentation
The resulting information a manager receives and serves as a basis for outline further development is needed to share with others. The ideal and most understandable way is visualization - infographics, videos, charts, and more.
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