Applying Big Data to Human Resources
Here's a question I've been wanting to ask for some time, but quite candidly was too embarrassed to utter the words: what does big data have to do with my role as an HR leader?
More specifically, how am I supposed to apply all this data to my specific organization? Is there a magic formula I've somehow missed? Am I the only one not in on the big data joke? I'm okay being a little slow on things (I've gotten used to it by now)...but really...
Is there an obvious answer out there...somewhere?
I Need Information...Information...Information
I can at least appreciate the fact that with the explosion of the digital world there is almost, be default, a staggering amount of data that can be...well...culled. What I'm not so sure about is whether or not all of that data is necessarily useful? Perhaps the marketers out there know that I love social media, HR, hockey and really good German beer. But quite honestly, that doesn't do me any good when I'm trying to impact my corporate culture. Or does it?
I guess I just don't know...yet.
Metrics Still Matter...Right?
One of the things I'm afraid of is that since I've already apparently missed the big data train, that maybe metrics are now passé too. Could that be true? I like using the various dashboards and colored graphs that reliably turn my data into information so I can make real life decisions. That is still the right thing to do, isn't it?
I'd love to hear from you.