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Now Big Data Hadoop is in HR for Smooth Analytics of Employees’ Data
Big data is here, big data is there, big data is becoming omnipresent. It’s getting louder day by day. As companies are shifting their core systems on cloud, more people related data becomes accessible. This has driven a huge focus on data-driven decision making process.
Why Analytics is making its way through HR
During 1970s and 1980s businesses started industrializing their customer marketing & analysis, and started to shift their focus onto the “market of one”. This played the role of a catalyst and initiated an explosion in CRM and sales analysis systems which in today’s day and age have become a large industry in consumer segmentation and marketing analytics.
At present, due to the global recession & talent inequities in the world, businesses are shifting their legacy HR systems to lend a hand to implement analytics reasoning to HR as well as talent. A major part of such replacement led to the development of new tools. Today about every major HR software company (SAP, Oracle, Ceridian, ADP, Ultimate, and so on) are developing & buying end-to-end HR suites same as to the evolution of customer relationship marketing.
Now, in the market there is available a majority of tools like Oracle (OBIA), Workday (BigdataAnalytics), SAP (Workforce Intelligence), and SumTotal with integrated HR analytics systems. Using these tools companies can boost up their HR system.
These tools that are focused on meeting the demands of HR & managers need to take hold of a lot of workload; analyzing the hundreds of standard reports that HR managers require, and bringing together non-HR data to look at people-related business performance.
IT departments on the other hands are now searching for a variety of IT-driven analytics tools that run open-source parallel systems such as Hadoop & MapReduce to help you merge internal business data with social, location & many other resources.
The Situation of HR in Businesses
Most HR teams at present are not ready for this progression. According to a study only 6\% of HR department think that they are “excellent” in analytics & more than 60\% feel that they are behind. Over couple of years we are going to witness major investment in HR section in all large companies, with huge ROI from this effort.
HR has no dearth of data- employee data, social data, location data, compensation and more. If you begin an analytics project by gathering all the data, you will never come to an end, it’s so huge.
There you’ll start facing problems, like what big decisions would you be able to make, what problems would you like to solve, and so on.
As far as talent problem is concerned, there it would be sales productivity. What factors are mandatory to a predictable high-performing sales person? Every business would like to know this better, and once you get to know this, you’ll add to the revenue of the business.
HR is likely the department to get benefitted from big data; as all companies are packed with data on their employees as well as their performances. This will involve their pervious roles, education, qualification, areas of specialism, particulars of HR reviews and more. However, for the most part, this data is hardly used to make informed decision about those in a business.
Hence, it’s clear that 2016 can be the year that HR can expect big returns on investment.
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