Post by rabia994 on Mar 9, 2024 7:19:12 GMT
The evolution and access we have to technology today has benefited the growth and obtaining of information and data, in a constant, agile and updated manner. One of the most used concepts in different sectors today is Big Data, a term that refers to the management of large amounts of data, so that they can be processed and analyzed to extract relevant information. In the case of companies, big data allows them to optimize processes, detect deficiencies by collecting and presenting reports on data collected in the business environment and make predictions on very specific topics that are necessary for their operation and achievement of objectives. Computer scientist John Mashey anticipated the phenomenon that Big Data has generated. In his article “Big Data and the Next Wave of Infrastress”, he stated that the volume of data was growing at a rate never seen before and that it would be impossible to manage by the conventional physical and human infrastructures used in Therefore, over the years, companies have been forced to adapt to these new changes. % of companies know that they risk becoming irrelevant or uncompetitive if they do not adopt.
Big Data. Therefore, it is estimated that in the coming years, up to % of companies will invest in it. OBS Study: Big Data But, what is the usefulness of Big Data in Human Resources? While the best-known business use of Big Data is related to marketing and sales departments, companies are beginning to extend it to others. Such is the example of HR departments. HH., where they began using it in the pro America Cell Phone Number List cess of evaluating work performance, through the analysis of variables such as productivity or profitability. Some other uses that have been given to Big Data applied to Human Resources are: Talent selection The large amount of data that the HR department obtains from the resumes received, added to other sources, can help make a selection and recruitment process more analytical, strategic and accurate and with it, choose the type of job more accurately. profiles that need to be hired to achieve the proposed objectives. Big Data in Human Resources offers greater reliability to choose the candidate that best fits the job and which ones do not, increasing effectiveness using less time and resources.
Talent retention With technology and the appropriate use of information, it is possible to detect patterns in employee behavior with respect to their level of motivation and satisfaction, in order to anticipate possible problems such as turnover or flight of talent. This type of analysis also allows us to find out how much the development opportunities and benefits offered by companies are taken advantage of, better understand employees and know what they need, and act based on it. For these cases, Human Resources software is especially useful, as it allows you to carry out surveys and disseminate employee benefits in order of relevance. Promotion of organizational culture The use of HR trends is, in itself, an act that shows interest in innovating and being more effective. Likewise, it allows us to reinforce the feeling of belonging and consolidate the company culture, by allowing it to provide what employees really want. Productivity improvement This use, which we mentioned previously as one of the first by the HR department, has been perfected with technology and the various platforms focused on them. This information is intended to show performance peaks, both to identify outstanding collaborators and activities that can be replicated or stop investing time and resources.
Big Data. Therefore, it is estimated that in the coming years, up to % of companies will invest in it. OBS Study: Big Data But, what is the usefulness of Big Data in Human Resources? While the best-known business use of Big Data is related to marketing and sales departments, companies are beginning to extend it to others. Such is the example of HR departments. HH., where they began using it in the pro America Cell Phone Number List cess of evaluating work performance, through the analysis of variables such as productivity or profitability. Some other uses that have been given to Big Data applied to Human Resources are: Talent selection The large amount of data that the HR department obtains from the resumes received, added to other sources, can help make a selection and recruitment process more analytical, strategic and accurate and with it, choose the type of job more accurately. profiles that need to be hired to achieve the proposed objectives. Big Data in Human Resources offers greater reliability to choose the candidate that best fits the job and which ones do not, increasing effectiveness using less time and resources.
Talent retention With technology and the appropriate use of information, it is possible to detect patterns in employee behavior with respect to their level of motivation and satisfaction, in order to anticipate possible problems such as turnover or flight of talent. This type of analysis also allows us to find out how much the development opportunities and benefits offered by companies are taken advantage of, better understand employees and know what they need, and act based on it. For these cases, Human Resources software is especially useful, as it allows you to carry out surveys and disseminate employee benefits in order of relevance. Promotion of organizational culture The use of HR trends is, in itself, an act that shows interest in innovating and being more effective. Likewise, it allows us to reinforce the feeling of belonging and consolidate the company culture, by allowing it to provide what employees really want. Productivity improvement This use, which we mentioned previously as one of the first by the HR department, has been perfected with technology and the various platforms focused on them. This information is intended to show performance peaks, both to identify outstanding collaborators and activities that can be replicated or stop investing time and resources.