Why it’s time for HR to get their heads into Big Data?

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HR into bigdata
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Big data is omnipresent and you just can’t turn a blind eye to it. Surprisingly a few years ago, big data was considered as the turf for data nerds and big players only, but contrary to the misconception, big data has made its way in customer service, marketing, sales, and human resources operations as well.

Big data is a term that refers to the massive volumes of data generated in companies these days. This ultra-mega data is quite difficult to store, navigate, and analyze particularly with conventional tools and systems. Though there are challenges with big data, the rewards simply outweigh all the challenges.

Must read – Digital HR: Dawn of a New era for the HR 

Here’s why it’s time for HR departments to get their heads into big data. It’s now or never.

1. Improved insights: Big data is making all the noise and for a good reason. It caters as a gateway to the professional lives of employees. HR managers and employers can fetch improved insights of employees by monitoring, evaluating, and sharing workforce data. This could prove handy when it comes to planning and administering strategies for employee engagement and motivation.

In addition, big data analytics via an advanced performance appraisal software can help HR managers and employers to identify and distinguish top performers from the under-performers. This can be helpful to devising practices to help retain top talents and devising training programs to help the ones, who are struggling to perform.

Check out this cool infographic to find out why it’s the right time for HR to enter the Big Data game.



2. Reduced employee turnover: One of the most prominent benefits of big data for the HR department is employee retention. It helps determine the reasons why employees quit the company and what makes them stay. Analyzing data gathered through employee surveys, feedbacks, assessments, exit interviews, etc. can help HR personnel to foresee and prevent employee turnover.

Evaluating and studying various employee information can help HR people to find issues leading to reduced employee engagement.

3. Better recruits: Big data arms HR professionals to indulge in strategic and analytical talent acquisition or recruitment. Not to forget, it helps to keep away from making bad recruits. Instead of going with the gut feeling or navigating through heaps of resumes and applications, HR people can leverage big data analytics for accurate recruitment.

Big data helps to learn more about potential candidates through data garnered from social media, online resume sites, etc. This pool of data gathered through different sources can assist recruiting experts and HR managers locate the best talent.

To conclude, we can say that big data is here to help employers, recruiters and not to forget, HR people gain intuitive insights into potential candidates as well as existing employees. The result would be a highly engaged and productive talent pool.

To know more about how big data, social media, cloud, and other evolving technologies can transform the lives of HR, check out our blog here. You can also give us a shout-out at Twitter and Facebook or write to us at sales@pockethrms.com.


Disclaimer: All the information, views and opinions expressed in this blog are those of the authors and their respective web sources and in no way reflect the principles, views or objectives of Pocket HRMS.


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