HomeBIG DATAWhat Place Should Be Given To Big Data In HR?

What Place Should Be Given To Big Data In HR?

In times of talent shortage, recruiting and retaining employees become strategic issues. Big Data and data analytics can help HR teams anticipate future human resource needs of the business and manage internal skills development.

What Is HR Big Data?

Big Data refers to very voluminous information only advanced digital technologies can process. Big Data consists of unstructured information in the human resources (HR) world, particularly in recruitment and talent management. The academic background, professional experience, and skills acquired or required for a given position are part of it. 

Their objective analysis, on a medium or large scale, can be a real challenge for the human mind, especially in the context of HR tensions, where you have to make a maximum of good decisions in a minimum of time. “Without going so far as to talk about Big Data, which essentially concerns large groups, data allows HR to have economic management of their activity, “IT Executive Search consultant and former principal HRD of ITNOVEM, a technological subsidiary of the SNCF group.

“For our part, we use a lot of data from our ERP but also data-based tools, such as Neobrain or WiserSkills, to map the company’s skills and activate the most appropriate HR levers, whether in training or recruitment, to cover the company’s current and future needs. 

HR Data Objectifies Recruitment And Talent Management

Data helps HR departments to detect the most relevant profiles for a specific function, whether externally (recruitment) or internally (provisional management of jobs and skills – GPEC). In the case of recruitment, specific tasks in the process, formerly entrusted to humans, can be automated by filtering and analyzing software solutions capable of connecting to the central CV databases and digital platforms on the market (LinkedIn, among others).

The objective is to save time for recruiters and avoid cognitive biases in the pre-selection of candidates. Data also makes it possible to do predictive work. With suitable algorithms, it becomes possible to anticipate employees’ expectations regarding professional development, mobility, and training. HR teams can then propose personalized development plans according to each employee’s academic training, experience, meta-skills, soft skills, and internal background.

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