“Human Resource programs no longer need to be based on ‘soft’ reasoning but should be as analytical and as data-driven as any other management discipline”
Chris Argyris
Big Data and HR Analytics are not just the two buzz words anymore but the reality that is currently driving the Organizational Behavior. Big Data in the recent era has emerged as the game-changer in almost every organizational department, especially Human Resource Management. Using Big Data with HR can influence almost every area of the HR industry, including performance management, training, and development of employees, compensation, and recruitment. And this process of collecting and analyzing data to improve HRM is called HR Analytics.
There is much talk about how Data Analysis and Artificial Intelligence are bound to change HRM. Many day to day tasks in the field of HR are routine tasks and they could get easily automated leaving less room for HR personals. Recruitment and Performance management would be managed through Artificial Intelligence. But in this upcoming Data revolution, these are the people who follow a philosophy that opposes modern technologies and a movement that aims to resist the rise of machines.
These people fail to realize that change is constant and with change comes a chance to innovate. With or without the influence of machines the modern workplace has become more process-oriented where everything should be systematic with proper reasoning and ownership. This attitude has inspired the HR Department of our modern corporations to work as machines i.e. without any human touch. They refer to their employees as 'assets' or 'resources' which many people could argue that it's all just semantics but still it's very dehumanizing. Treating them like interchangeable commodities which could well serve their purpose rather than treating them like unique beings that require personal attention. This hunger to be all process driven with a systematic mindset had left a little room for human personalization, flexibility, empathy, and creativity.
How HR Analytics could fix the gaps in current Human Resource Management
HR Analytics, Artificial Intelligence, Machine learning, algorithms all these concepts are married to Big Data. Where there are huge loads of data collected there is room for automation and this is certainly true for Human Resource too. Everyday companies are collecting data for recruiting, managing talent, training, and leadership programs. Many HR activities are associated with the Data revolution and a number of them are already being transformed and re-bundled. There are a series of ways in which HR Analytics can put the human back in Human Resource:
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