The Importance of Handling Big Data in HR


MJ Gonzales │

Employees are not only hired workers, but absolute treasures for their companies’ sustainable business.  With that principle alone, it should be a mission for business owners to have best and competent workforce.  To help them to actualize their vision, HR professionals serve vital roles to connect entrepreneurs and employees. However due to some unresolved issues, HR may also cause additional burdens, specifically if they don’t recognize solutions for their concerns. To give deeper perspective in real HR woes, Assessment Analytics, Inc. (AAI), the SHL Talent Measurement™ solutions from Corporate Executive Board (CEB) explained undiscovered problems.

In the Global Assessment Trends Report 2013 of Assessment Analytics affiliate, CEB, it was revealed that the trust rate for HR’s functional data in a company is low. In comparison to Finance and Legal departments that have 50% and 47% respectively, while HR only got 36% of trust rate of employees. The report added that it possibly rooted from unreliable HR metrics that affects their output.  In fact, about 77% of HR practitioners are clueless the significance of ‘unbiased talent data’ to empowers employees and improve businesses.

Mountains of Data for HR people

There are reasons behind HR professionals’ shortcomings and one of those is the mountains of data they are facing every single day. Indeed, this loophole can create domino effects in companies’ systems if they not addressed it immediately. According to IBM, the accumulated world data for two years, which is about 90%, would increase two times this 2015.

Arguably, the two important issues to tap of HR people are ‘accessible quality data’ and ‘assessing employees for business development.’ If HR can identify weaknesses of their system it is also empowers them to strengthen their business’ success. Thus, it is smart move to deal with HR data sources to establish result-oriented metrics and workforce.

The Moves of HR Should do

In a separate Global Assessment Trends Report 2013, they found out that HR’s 2013 priorities involved engaging employees (55%), hone strong leaders (52%), do performance management (49%), make workforce planning/talent analytics (43%), and facilitate training (42%) in those they surveyed.

Summing up these priorities, it seems that the focus is how everyone become efficient in fulfilling of company’s business. They may see the top performers, but they can’t use their data how to help them in maximizing their potentials.  Missing this part would also means wasting opportunities to mold their employees’ skills and identify their next-in-line leaders.

Another point to consider here is the selection process of HR professionals. Do they evaluate who are in and out in the organization based on the big data they can access? On the other hand, it is also top officials of companies will benefit if HR do that because they’re assured that the talent insights they have is accurate.