Human Resources Articles

Big Data Analytics is one of the raging topics of this century. But before we go on to discuss this topic, let us first shed some light on what we mean by Big Data. Contrary to popular saying that Big Data doesn’t really mean ‘big’ data, I would say that yes, Big Data does signify big amount of data, here in volume terms. And analysts and data engineers who analyze and prepare this data for visualization are called data scientists. We will come to terms with these words and discuss them in details in the following paragraphs.

Big Data is the accumulation of tremendous measure of information which can't be handled just with human intervention. Data is important to each field including administration. Big Data examination and appropriate administration of Big Data is particularly vital in different fields of administration. Basic leadership frameworks are turning out to be increasingly data driven. A noteworthy US aircraft organization had utilized Big Data examination to conquer the misfortunes brought about because of wrong estimation of expected time of entry. The field of Human Resource Management incorporates different stages. So with the headway of time, large amount of data is accessible which is identified with HR and acquired from different sources. Presently each of the decisions is turning out to be increasingly data driven than past experience and expectations.

Movies are a part and parcel of our lives. Importance of cinema has caught up to us in the last 20-25 years. Cinema fosters the culture, music, languages of a place and is an important medium of providing information to the masses. Not only information but also the learning that is acquired through movies is immensely valuable. There are avid movie lovers, average movie-goers and people who watch movie once in a blue moon. In this piece, The importance of movies in management context is discussed, not just for management graduates, but also for everyone and everything encompassing business.

Imagine this:

A mobile company receives customer complaints about poor call quality in a particular area. The technician assigned to the problem travels to the faulty tower. He climbs 200 feet to the top and discovers an issue he has not encountered before. Sitting atop the tower, he clicks on his head-mounted device, connects to the company’s solution repository and speaks some keywords. A few solutions pop up on his screen. He finds the right one and solves the problem. A few voice commands later, he speaks with his supervisor who validates that service has been restored. Time to celebrate a job well done!

Attitude, skill and knowledge, all the three elements put together form a success formula. It is a well-known fact that any person with a remarkable blend of all the above mentioned 3 characteristics will come out as a human being with lots of intelligence, leadership qualities and mentoring abilities. But, the question is, can any one of these attributes stand alone and guide a person to the zenith? The answer is probably NO.

Analytics is no longer an arena open to only marketing, sales and product development. HR has now embraced the fact based approach to prove its worth. Pioneering companies such as Cognizant, Best Buy, Xerox, Sysco etc. have all adopted big data analytics in HR as a saviour to ensure highest levels of performance, productivity, engagement and retention of the top talent to gain a competitive edge. 71% of CEOs view human capital as top factor contributing to growth and people costs often approach 60% of the corporate variable costs. No longer can the HR rely on trust and relationships and thus companies have started to give more weightage to analytics rather than gut instincts.