How does big data affect the actual work of HR

1. Make an effective human resource management plan. Facing the rapidly changing environment and corporate strategy in the era of big data, the human resources department of an enterprise should improve its insight, formulate human resources strategies and plans in line with the corporate strategy, and provide a good internal capital guarantee for the development of the enterprise.

2. Update the job analysis. The era of big data will change the employment needs of enterprises, from attaching importance to employee experience to attaching importance to employee data processing ability. The era of big data needs rational analysis and judgment, rather than relying on empirical judgment. In this context, every employee of the enterprise is required to have certain data processing ability, be good at using systems and data, change working methods, and improve pertinence and efficiency.

3. Improve enterprise recruitment. The most fundamental appeal of the recruitment process is to solve the matching problem between enterprise positions and candidates, and big data technology can complete this matching process more efficiently and accurately. In the era of big data, there are more channels for people to obtain information, more channels for information communication between employers and employees, and more transparent information. For enterprises, the traditional recruitment personal information is written by the applicants themselves. Nowadays, big data technology can query and dig deep into candidates' information from social networks, so that enterprises can better understand candidates' situation and make candidates better match positions.

4. Adjust staff training. With the advent of the era of big data, enterprises should not only popularize big data knowledge to employees, but also constantly cultivate and strengthen employees' ability to integrate data, tap data value and make action plans, and enhance their insight and execution of future business. Use Maita training system to strengthen the training of data processing ability, information system use ability and data sensitivity.

5. Strengthen talent evaluation. Using big data technology to study some problems in talent evaluation, such as talent performance appraisal, talent selection and classification, etc., to improve immature places. Big data technology can find hidden information from some large human resources databases, help decision makers find potential connections between data, and thus effectively evaluate talents.