分析不再是仅为营销，销售和产品开发开放的竞技场。人力资源现在已接受基于事实的方法来证明其价值。先锋公司如认知，百思买，施乐，Sysco等都采用了人力资源作为救主的大数据分析，以确保最高水平的性能，生产力，参与和保留最高人才来获得竞争优势。71％的首席执行官将人力资本视为有助于增长的最高因素，人们的成本往往接近公司可变成本的60％。人力资源不再能够依赖信任和关系，因此公司已经开始为分析而不是胆量本能提出更多重量。
If analytics can help me estimate that by 0.1% increase in engagement, I would add $100,000 in my store’s annual income (as analytics suggested in the case of Best Buy) or points out to the fact that blogging helps my employees feel more engaged, improving their performance by an additional 10% (as in the case of Cognizant) or that, an ability to take initiatives warrants much higher performance than any other criteria or helps me identify the factors that predict which employees would leave in a relatively short span of time (Sprint) and then helps me cut the attrition rates by 20% (Xerox) or that the turnover rate was higher due to the employees being paid salaries at lower end of pay grade even though salaries were market competitive (Juniper) then I can surely develop and deploy a highly competent and responsive workforce with increased profits and maintain cost as well as operational efficiency. It would imply that my actions would be no longer reactionary but calculated. And this is why, a 2013 SAS study predicts that 6,400 organizations with 100 staff or more will have implemented big data analytics by 2018.
图片：Pixabay.
现在这个灵丹妙药如何工作？大数据分析主要基于：外部市场力量和内部组织因素扫描;人力规划;制作即，申请统计分析以发现成本有效的投入组合;并预测战略，业务和主要因素的因果和相关方面。Thus, in short this Big Data Analytics not only needs to record the current huge amount of data which is enormous in volume and variety but also relate it to the organization’s mission, benchmark results, understand past behaviours and outcomes by descriptive analysis and predict future likelihoods by predictive analysis. Big data analytics drives return on human capital by workforce forecasting which ranges from short term demand for hourly employees to demand after a decade, selecting the right hire by selecting on the basis of traits that distinguish high performers, job response optimization and analysis for cost per placement. These are known as recruitment analytics. There also exists analytics for employee attrition and retention which accurately predicts the attrition risks of current employees.
流失预测，这是商业中最广泛的大数据用例之一，创造了分析模型，该模型识别可能提前留下组织的员工，因此管理人员可以迅速改变行为和工作条件，以使最高表现者远离行为和工作条件。此外，关联加薪，促销等待时间，绩效和辞职表演;比较辞职率如何因职能，地点和任期而异;分析过去的数据，以确定负责磨损和调整的因素，公司的保留政策是其其他影响。以类似的方式，可以分析数据以进行性能，补偿和激励分析和劳动力对齐。可以帮助组织确定可能对业务绩效产生重大影响的行动的方法是人力资本投资分析。例如，Sysco为其包括保留的每个操作单元进行了三项措施进行了此分析;生产率;工作气候和员工满意度。 Sysco further increased these measures to cover seven other dimensions. It was thus revealed by the analysis that the operating units with highly satisfied and engaged employees have higher employee retention, greater revenues, superior customer loyalty and lower costs. This helped Sysco efficiently identify what actions will thus have the maximum impact on the performance of business. By this, Sysco saved nearly $50 million in hiring and training costs for new associates.
因此，如果组织以正确的方式和方向使用大数据分析，它可以为它们创造一个宽大的有形和无形价值，并帮助他们在全球化和动态商业世界中大致增长。
本文已由果阿管理干部颁发的Aakanksha Tanwar
参考：
https://hbr.org/2010/10/10/10/competing-on-talent-analytics.
https://www.experfy.com/wortforce-analytics/retention-and-attrition-Anrisk.
http://www.equest.com/solutions/big-data-for-hr/
