Here are four examples of how Big Data and Data Analytics can be used in HRM. Flip the cards to see the applications

With big data analytics, HR teams can implement data-driven programs, conduct regular surveys on staff satisfaction, and locate trends and patterns which provide quantitative data that. can be used to analyse the needs and desires of their employees.

Adaptive learning technology, informed by big data and analytics, allows learning and development programmes to be personalised to suit the needs,pace of learning and preferences of the learner.

Data analytics together with applicant tracking and workforce analytics systems built for the purpose of recruiting offers insights, eases the analysis process, and enables companies to recruit the right people

By monitoring employees’ performance with big data analytics, employers can appreciate top-performing ones. Big data analytics also helps employers identify and offer support to their unsatisfied and underperforming staff

According to The Wall Street Journal, the company Xero used big data to determine why employees stay as well as leave and using that data, it minimized attrition rate by 20% during a 6-month trial period. The trial was conducted on its call centre of 48,700 employees. So, the reduction in attrition of 20 per cent reduced staff churn by over 9,000 in just 6 months.

Does your current workplace deploy any of these big data and data analytics applications? Which would you like to be able to use? Why?

Record your thoughts in your learning diary before you move on….

< Previous Page

Next Page >