Many businesses are incorporating big data into business operations and corporate decision-making. For example:
These three examples only scratch the surface of what’s possible when it comes to data analysis and interpretation. Yet, despite the numerous case studies that exist about the way big data impacts general business operations, few case studies exist focusing on the impact HR data can have on departmental operations and overall organizational performance.
That shouldn’t come as a surprise. Despite its growth elsewhere, big data adoption lags behind in HR. According to the “Data: The New Language of HR report,” only four percent of 480 large companies studied by Deloitte have reached the point where they’re able to perform predictive, let alone prescriptive, analytics. That’s a big problem—and a huge opportunity for motivated companies to seize the potential offered by HR data.
If you’re ready to embrace the power of big data on your company’s HR operations, read on for more information.
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