Disadvantages Of Using Big Data Analytics In Human Resource Management

2. Improved retention
One of the advantages of using big data analytics in HR is to identify when employees leave and why they stay with the organization. Various tools like employee satisfaction survey, performance assessment, exit interviews, HR can predict and then prevent employee attrition. For example, Xerox, Using Big data analytics was able to cut its attrition rate by 20% at all its branches.
3. Improved training
Formal training programmes for employees can cost heavy on the employer. State of industry survey of 340 organizations conducted by Association for Talent Developments (ATD) found that on an average organizations need to spend $1208 per employee on training and development. Employers should identify the training needs of

This helps the organization to know clearly which sources produce the best result. HR of any organization has huge amount of data at its disposal, which needs to be processed and analyzed for predictive decision making. Big data initiative which requires additional data and specialized hardware and software can be outsourced to an external partner if an organization does not want to do or have no sufficient sources available for in house big data. Most HR departments will not have the required computing power, expertise, storage capacity to launch big data initializes on their own. Such employers will need the help of external partners who have been building Big Data capabilities successfully for past few

To achieve good performance in data analytics organization’s needed to devote more resources to create an analytical culture. Many organizations are creating strategies towards an effort to identify the key skills and competencies required to perform data analysis for various HR functions. As a result HR has begun to gear up training and developments, investments to meet the demand. Apart from this they are also trying to impart data analytical skills through formal training programs, cross functional project, job rotation programs etc. To conquer big data, organizations must learn to embrace it.
Factors impeding the efforts to build analytical organization The three parameters any organization needs to address to maximize the value of big data are:
1. Institutional inertia: Big data helps the organization to understand the current market, competitions, and strategies etc. which transform them. This kind of sudden change creates unease and resistance at different levels.
2. Lack of leadership: There should be commitment from top leadership to implement the changes due to big data and adopt it.
3. Inadequate resources: Transforming organizations to meet the changes due to big data can be accomplished only with substantial resources along with continuous training at all levels of the