Still don’t know what ‘Big Data’ means?
This term is being used with increased frequency in several industries. Most times, it’s assumed that readers understand its complete meaning and its applications, when, in fact, that isn’t always the case.
Big Data represents a massive volume of information, constantly building up from our every activity. The distinct quality of such a volume of information is that it gives us predictive capabilities, through different types of processing.
The technology is here. What HR managers need to do is figure out what information they want to access and what goal it will serve.
For example, if I want my team to be more engaged with what they do by increasing team communication and feedback, I have to find out what motivates employees, what my team’s main engagement drivers are. Based on that information, I can build a strategy that increases team communication. In other words – collect data, analyze data (using an employee engagement software) and implement a measurable strategy.
“Just as advertisers and retailers are using data from customers’ online and social media activity to tailor their shopping experience, organizations could soon start using workers’ personal data—with their permission—to measure and anticipate performance and retention issues.”
Anthony Bruce，HR Analytics领导者PWC.
How to use Big Data to increase employee engagement
Managing human capital is perhaps the second most important focus that a business should have. Making profit is its reason of existence but how to get there is the entire business journey. With employees being your no.1 resource, it’s only logical that you invest in them.
The value that Big Data brings to managing employees is in identifying and analyzing the relation between engagement and retention. How and why people are engage with what they do, how does that translate into the business metrics and what you can improve to retain them. These are the key insights that can transform the way you do business, courtesy of Big Data.
“Earlier, when CEOs and CFOs talked, the conversation was based on solid data. HR conversation, however, was merely anecdotal. Now, thanks to data analysis, HR is able to spot trends, make predictions, create a roadmap to succeed and have conversations with other C-suite members of the company based on solid facts.”
Shaswat Kumar，合作伙伴，Aon Hewittvia商业标准
- Retention Rate
- Tenure (years)
Correlate these KPIs with your business goals and collaborate with other business functions to make sure you’re on the same page.
According to a recentstudy，88％的受访人力资源董事使用在线调查来衡量员工参与。my188bet数字已成为我们的第二种性质，如果他们正确地利用它，企业有很多东西可以获得很多。
Spend time collecting data and getting employee feedback. Big Data isn’t the same as one-time-fast-survey data. Get employees involved and gather the right information. Set a timeframe for data collection.
Make sure you have员工购买在实施新的HR软件解决方案时，使数据收集顺利进行。
Design and implement strategies to help you get there. Here are somemy188bet员工参与创意that you can draw inspiration from.
With the analytics systems available now, Big Data means more sophisticated HR processes that can focused efforts in the right direction, to achieve maximum results.
This data is especially valuable in employee engagement, giving HR managers key insights into how they can improve productivity and increase retention.