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It's becoming increasingly common for companies to use Big Data in HR management to organize all the data produced by the organization and, in this way, simplify important tasks. It's no longer possible to rely solely on intuition, or to waste time filtering information that serves as a basis for planning or making decisions, is it? However, not all companies and their HR departments are informed or even convinced of the benefits of using Big Data in HR management. Although the concept is widely used in marketing actions, operations, among other critical items for a company's success, Big Data in HR management is still new. For similar reasons, in this article we're going to introduce you to what Big Data is and how it can help you analyze data, providing information on various management processes and indicators more quickly and assertively. To find out more about the subject, read on and learn about the main applications of this technology in the human resources area! What is Big Data? Before we understand the functionalities of Big Data in HR management, it's important to understand its concepts and definition. Big Data is the name given to a high volume of data consumed from various sources so that, by cross-referencing and analyzing it, information can emerge to help guide managers and teams. To better understand all its functions and importance, read our article on what Big Data is, what it's for and how to use it! How can HR use Big Data? Now that you've understood how data storage works, you need to know how important it is in the area of human resources. Using Big Data in HR management has become mandatory for managers who want to optimize their processes and maximize their results. Can you think of what types of data the human resources sector stores or accesses? We can point to, for example, workers' routine records, information stored in spreadsheets, surveys carried out in the internal environment, company job profiles, etc. They might just be stored for no purpose, but with this tool in HR, they are organized and become a source of relevant information, metrics and overviews of how the sector works. What are the main applications of Big Data in HR management? Talent analysis While Big Data is used in marketing to gather and analyze customer data, in talent analysis it collects and analyzes data on the company's current and potential employees. The aim, in most cases, is to optimize what the company spends on its employees in order to answer questions such as: These and many other questions are what Big Data seeks to answer, and the answers can be used to improve various processes in human resources management, as we'll see in the following topics. Talent retention Perhaps one of HR's most difficult tasks is to increase talent retention among employees. Companies with high turnover rates end up spending precious money on employees who don't stay long, wasting resources. With Big Data in HR management, human resources professionals can get a more accurate picture of the employees who are leaving the company, and whether there are any patterns among them. At the same time, it is also possible to identify patterns among the people who choose to stay with the organization, and come up with a model that values these points and avoids having anything in common with the first group. Smarter hiring processes with Big Data in HR management When the company is looking for new employees, it can cross-reference the data provided by candidates with that from job websites, as well as social media such as Facebook and LinkedIn, to find people with the desired qualifications. Quality in hiring Big Data in HR management is a crucial component in finding the right people for the right sectors within the organization. Its functionality goes beyond a simple list of criteria, since every business is different. For example: through Big Data, it is possible to find out whether or not people who have relevant work experience are more likely to stay with the company in the long term - or even whether the length of previous experience has an impact on the employee's performance in their current role. Thus, based on these results, the company can then focus on more relevant factors when hiring. The point is that the data will vary from organization to organization, and companies need to carry out their own analysis for hiring and training purposes. Performance evaluation Big Data can also help to ensure that employee performance is measured more accurately, determining, for example, at which times of the day the company produces the most. It can also be used to identify better performing employees, including by assigning other factors in the evaluation. In a components factory, for example, Big Data can be used to check who produces the most parts, but also who produces them with the highest quality, avoiding waste. In this way, the company defines what kind of attitude it wants from its employees through incentives, courses or other resources. Employee training with Big Data in HR management It's a major challenge for HR to keep all the company's employees trained and up to date on what is relevant to each area. In order to do this, it is necessary to identify with the respective managers the level of knowledge in the required skills and then apply the necessary training. With Big Data solutions in HR management, it is possible to analyze the effects of training, measure the performance of each individual and assess how the quality of knowledge has improved as a result of the training provided. HR management has a lot to gain by combining technology with day-to-day tasks, such as: more