• Cleaning and organizing data: In most HR platforms, you need to have analysts or associates who can clean and organize the data, to make sense of it
• With multiple platforms, this problem only gets aggravated
• Understanding the data: Big Data in HR is actually a lot of data
• Even after cleaning up and organizing this data, you need to understand it to get meaningful answers to your questions
• HR professionals are typically not data scientists–and are not expected to be
• Presenting big data in HR with context, simple, and easy to understand graphics can result in managers and employees understanding patterns easily and addressing them quickly
• See how HubEngage can present employee metrics in a way that’s easy for HR to understand
• By addressing the above challenges, Big Data can actually help HR in several ways:
• Deep insights about the organization and its people: If you can slice and dice Big Data properly, HR can gain deep insights into the state of the organization, which groups have employees that are highly engaged and how knowledgeable they are in your company’s vision, mission, policies, and products
• By analyzing trends, HR will be able to predict the direction of the organization and make tweaks sooner to address issues
• An insightful Mckinsey article actually reveals how big data people analytics shows that HR has been getting it wrong
• Increasing employee productivity: By providing employees with information and tools at their fingertips driven by incentives, HR can improve employee productivity drastically
• Increased productivity, leads to higher employee satisfaction levels, which further leads to loyalty and retention
• Identifying brand advocates and increasing retention: Analysis of data can help HR identify brand advocates in the company
• By identifying trends of lower employee engagement in certain groups using predictive analytics, HR can intervene to address their problems right away thus increasing retention
• Lastly, rewarding brand advocates can create a highly effective marketing channel through employees
• A better brand and positive employee feedback help in new talent acquisition as well
• In order to achieve these HR should deploy the right employee engagement software platform that can not only collect but analyze Big Data in HR in the most effective way

Talk to us today to learn more about HubEngage and see how big data in HR can help you in people analytics

Frequently Asked Questions (FAQs):
Does big data really matter in HR?
Yes, because by analyzing the information collected, companies and their respective HR departments can make better business decisions that can make an impact of performance and the bottom line

How can I make sense of all the data in HRIS systems?
By using platforms with smart analytics, automated measurement of content and inputs into the system, key markers can identify trends and areas of improvement fast

Are there tools that can help me with analyzing big data in my HR systems?
Yes, there are
Tools like HubEngage take many data inputs from employee communications and help companies make better content and programming decisions, everyday

Tushneem is the CEO and Co-Founder of HubEngage
Tushneem is responsible for the overall platform, including architecture, development and customer deployment and also works with customers across all domains to ensure objectives are met
Tushneem is a technology veteran having worked for over 20 years in large, enterprise scale companies

CEO & Co-Founder, @HubEngage

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