Free eBook – Big Data For HR: How Predictive Analytics Can Deliver Business Value
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Big Data For HR: How Predictive Analytics Can Deliver Business Value

The age of ‘Big Data’ has arrived. During the last ten years, an explosion of data stored in many different formats has been uncovered as companies adopt new digital communication and information technologies. Just how big is the explosion? IBM estimates that each day 2.5 quintillion bytes are added to the global storage load. The growth is more than exponential given that 90% of all data in the world was created in the last two years.

eBook Release: Big Data For HR: How Predictive Analytics Can Deliver Business Value
eBook Release
Big Data For HR: How Predictive Analytics Can Deliver Business Value
An eBook for all the questions HR managers can answer with Big Data and predictive analytics.

Big Data In Human Resources

Enterprise Resource Planning (ERP) and Customer Relationship Management (CRM) systems have been gathering data about finances, products, customers, human resources, and many other business-related information for almost 20 years now. All that data, stored in structured relational databases, can be used in combination with unstructured data such as emails, blog posts, videos, chat, and information from social media to create insightful reports.

As talent and performance management platforms have become more widespread, human resource organizations have been gathering information about individual employees and the workforce as a whole. As the so-called “War for Talent” heats up, human resource professionals are being promoted to the C-suite where they can provide strategic insights leading directly to improved corporate performance. The key now is for the new Chief Human Resources Officer to contribute data-based insight into both workforce and individual employee performance.

Levels Of Business Intelligence For Human Resources

Reporting on what is happening in your workforce now is the first step to making smart human resources decisions. Most HR departments have the ability to access key performance indicators (KPIs) and can generate workforce scorecards for planning. This kind of reporting is essentially a rear view mirror approach to planning. The next level of analytics maturity takes reporting a step further. Can you understand what is taking place now, and anticipate what might happen in the future? In other words, can you develop predictive analytics for HR?

About The eBook

As you will read in the eBook Big Data For HR: How Predictive Analytics Can Deliver Business Value, Big Data is essential to the latter because predictive analysis requires large sample groups in order to be statistically sound assuring you valuable insights into the future. Let’s have a look at the eBook’s key chapters:

  • An Introduction To Big Data
    What is Big Data? And how can we use it for Human Resources?
  • Delivering Business Value
    Mistakes in talent decisions can be costly. Successful HR is about making good decisions about employees. Any foresight before making a decision–be it about retention, recruitment, succession planning.
  • Workforce Management
    Taking the workforce as a whole into consideration, what are some of the analytics you would want to generate?
  • Talent Management
    Once the purview of forensic scientists, pro ling is now tremendously useful for HR professionals to identify individuals who are likely to succeed in leadership roles, leave, or cause harm through poor performance.
  • Big Data And HR
    What are your next steps?

To explore the types of questions HR managers can answer with Big Data and predictive analytics, download the eBook Big Data For HR: How Predictive Analytics Can Deliver Business Value.

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