Big Data has been one of the most significant and influential aspects of the Information Age as it relates to the enterprise world. Essentially, Big Data is the massive collection, indexing, mining, and implementation of information that emanates from just about any activity that can be monitored and managed electronically. Some of the uses of Big Data include: marketing intelligence, sales automation, strategizing, productivity improvement, and efficient management.
Enhancement of the workforce is one of the exciting and meaningful benefits of Big Data for the business sphere. Recently, human resource managers and analysts have been researching the implementation of Big Data as it relates to employees, and the following trends have emerged:
Employee Intelligence
For many decades, companies and organizations have tried various methods to gain knowledge about what their employees are really like. The productivity that workers can contribute to their employers is based on personal needs as they are balanced against the performance of their duties. With Big Data solutions, both personal needs and performance can be diluted into metrics for efficient analysis.
Modern workplace analytics originates from tracking employee records as well as metrics on their performance, interactions and collaboration. The idea is to focus on the right metrics to create a climate of positive engagement.
Employees who are positively engaged in the workplace are extremely valuable in the workplace. This is not a new idea; many successful Japanese companies have been practicing workforce engagement since the post-World War II era, and they have accomplished this through business culture and certain management styles that favor deep relationships that translate into loyalty. Some of the principles cultivated by the Japanese enterprise world can be applied with the assistance of Big Data.
To motivate employees and enhance their performance in a positive manner, employers should focus on certain metrics provided by Big Data solutions. In essence, employers should be able to learn about what motivates their staff members as well as what prevents them from reaching their maximum potential. The metrics collected by Big Data HR applications go further than tracking performance and evaluating motivation; these applications suggest key performance indicators (KPIs) that can be used to identify talent and forecast dissatisfaction. Since these metrics can be mined to identify patterns, a course of action can be implemented on a predictive basis.
Adequate Staff Training
Big Data can be leveraged to improve staff learning processes. It is well-known that the content and delivery of knowledge in the workplace is crucial; deciding how to develop the right training materials is equally crucial. One of the problems in this regard has been the incorrect assumption that one training module will fit all employees; training managers these days are using Big Data to create personalized training. One way this is being accomplished is by evaluating KPIs on learning activities such as exams and interaction.
Since most employee training modules are now delivered through advanced tools via the Internet or local networks, it is easier for course developers to create materials that truly engage employees. To this extent, two factors are being applied: one is related to the work of great teachers and corporate trainers who are adept at engaging their class audiences; the other factor is provided by Big Data as it collects information about employee interaction with course materials.
The Effective Feedback Continuum
Evaluating metrics and KPIs is only the beginning of the Big Data plan for positive employee engagement; the next step involves meaningful communication with employees, and this means forgetting about the Theory X style of management. With the help of Big Data, employers can advance to Theory Y and even reach Theory Z, which is closer to the Japanese model of true loyalty.
Under Theory Y, employees not only take responsibility for their work; they perform well without close supervision and learn to appreciate work as a meaningful part of life. In other words, employees have the potential of developing very healthy ambition, and to reach this stage they need continuous feedback.
Big Data tends to reside in the cloud, which means that real-time updates and lightning-fast feedback are always available. This can be the first step towards gamification, which has been proven to be one of the best methods of engagement. Gamification involves fun and positive feedback, which can be used to glide towards Theory Y and beyond. In the past, providing feedback on a daily basis was a laborious task that often required hiring additional managers, who sometimes had to micromanage for the purpose of getting the data they needed to formulate feedback; these days, the continuum can be implemented by means of Big Data.
The Future of the Big Data HR World
Early implementations of Big Data were mostly limited to the customer experience and marketing. Now that Big Data is being embraced by HR, valuable strategies can lead to meaningful engagement of staff, which in the end produces better employee performance and a more comfortable bottom line for business owners.
