Digging bokhary data to create value in human resource management

In recent years, the term "big data" has been more and more mentioned, the use of commercial value around "big data" has gradually become the profit focus of the industry. Many businesses and individuals have begun to study how to turn "big data" into information assets that are more decision making, Insight discovery and process optimization. According to a survey by IBM in 2013, 28% of companies began experimenting with large numbers of data, and 47% of enterprises began to expand data-related activities.

So, for the enterprise's human resource managers, what does the big data age mean for human resources management? ADP Human Resources analyst said: "In the context of the large data age, how to scientifically and rationally use the data, with large data to create value, the use of large data advantages to change management is the current human resources managers are most concerned about the content."

"Big data" means a lot to human resource management

Generally speaking, the big data inside the enterprise mainly includes three sections: finance, operation and Labor, in which labor data is mainly embodied in all aspects related to people, such as salary, post skill, attendance, overtime, performance, turnover rate of employee, etc. The results of a number of studies by ADP generally show that enterprises with strong competition level have higher ratios of human resource management data, such as performance, salary incentive and labor cost, than those with weaker competitive level. In other words, in the background of large data age, data analysis has already become one of the main advantages of enterprise competition.

So, what is the value of these complicated and massive data for enterprise management? The ADP White Paper research shows that real-time, effective labor data management, in promoting performance improvement, discovering trends, handling anomalies, make better management decisions and other aspects of the value of getting about two-thirds of corporate identity.

However, it is not easy to make these values work for labor data, there must be a large data analysis of labor management: including timely access to comprehensive and detailed data, so that both good and bad are displayed, and then the use of professional skills and methods of data processing, insight into problems and causes, to find the space can be optimized; According to the results of the analysis to take action to correct, eliminate and improve, so as to achieve continuous improvement. Such a large amount of engineering, the content of complex, high technical requirements of data management to the Human resources department to put forward a big problem.

It's not easy to make real money in big data.

It can be said that the large data age for the enterprise human resources managers is not only opportunities and challenges, effective data mining can help HR better management enterprises, but how to from the complex, large amounts of big data in the real gold but let most not data analysis expert HR very headache. The real value of large data is like an iceberg floating in the ocean, with the first glimpse of the iceberg, most of it hidden beneath the surface, and the process of discovering data value and conquering the ocean of data is difficult.

First the big data is built on mastering all the data, at least as much as possible based on the data, enterprise HR in addition to the day-to-day recruitment, salary management, as well as a large number of talent training, succession planning and other important work to do, collation, analysis of large data will obviously be powerless; second, the lack of effective data judgment, mining, Analysis tools and technical equipment are not in place to become the enterprise Labor data management The most important obstacle factors. The ADP report points out that 33% of companies are using Excel to manually perform massive data processing, including labor time and payroll data. This approach is time-consuming, wasteful, and more error-prone.

Human resource outsourcing helps enterprise Nuggets "big Data"

At present, many enterprises in the market competitive position have used more advanced human resource management tools. Surveys show that companies that are superior to industry competitiveness use a higher proportion of advanced data-processing tools. Table now: Enterprises above the competition level in the industry to adopt professional labor management software and pay outsourcing model ratio are higher than the average level of enterprises.

ADP, as the world's leading human resource service provider, through the use of cloud, mobile technology and other advanced data analysis tools, on the one hand, can help enterprises to carry out complex large data analysis, release the heavy pressure of the human resources department, on the other hand, its global human resources data management experience, can provide more advanced Comprehensive technical experience support. These can help the enterprise to dig the bokhary data better, transform the big data into the important commercial ability, thus make the enterprise more competitive.

(Responsible editor: Mengyishan)