Why HR Departments Should Be Embracing Big Data

When you hear the term Big Data you might associate it with certain functions of an organization, like marketing, product development or customer relationship management. You may not think about HR as part of this equation.

By definition, human resources is intrinsically tied to the personnel within an organization. From hiring, to training and administration, people are at the core of HR. So in a sector that requires a high degree of human interaction, businesses might ask, what does that have to do with Big Data?

It’s hard to deny that technology has transformed the way companies approach staffing, with more tools to help find the strongest candidate for a position, at the right time and in the most strategic way.

Here’s an example: millions of job-seekers turn to Monster to upload their resume and be considered for open positions. As you might imagine, this creates a massive volume of data. Employers come to us with a particular need for talent and using data analysis, we can tap into our database to pull out a tiered list of the strongest candidates. But organizations are also optimizing their internal processes to determine their needs on the long-term.

The Role of Analytics

So what role can big data play?

As Harvard University professor Gary King stated, “Big data is not about the data.” Ultimately, it’s about what is done with the data. This is where predictive analytics comes in.

In the past, companies might have used analytics for the staffing basics of who, when and why. We see the potential that mining big data can bring when it comes to how predictive analytics is changing the way businesses find and retain top talent. Businesses can use big data to be competitive in a wide range of ways:

Read the complete article here: http://www.huffingtonpost.ca/sheryl-boswell/human-resources-departments_b_7737238.html

Big Data and Mobile Apps Will Fundamentally Change How HR Does Its Job

ESTPORT, CT, Jul 21, 2015 (Marketwired via COMTEX) — Brian Sommer, a leading Human Capital Management and HR technology expert for 32 years, says that Big Data analytics, mobile applications and other fast-emerging technologies will fundamentally change how HR does its job.

Sommer’s predictions highlight the sixth edition of “Firing Line with Bill Kutik(R)”, the new web video series for the HR community, which debuts today on You Tube at http://bit.ly/KutikFiringLine.

“I think what’s really interesting at this time is that besides just the Cloud, things like Big Data analytics, in-memory database technology, all new kinds of mobile technology — all this is coming and it’s coming at the same time,” Sommer tells Kutik.

“And that creates kind of a competency of technology change hitting all at once…an opportunity for HR technology vendors as well as HR executives to take advantage of some very profound things that will change their processes. It’s going to change their technology. It’s probably going to change their perspective about what HR really should be doing going forward.”

Sommer also issues a call to action and a warning for HR execs who don’t stay abreast of these fast-developing innovations. “Those best HR executives I run into are the ones who play in traffic frequently, who invite a lot of vendors and stuff into their office and see a lot of demos,” Sommer said.

“They get to all the right shows, and they’re taking chances and experimenting with this stuff because they’re looking to see things that are transformed. So, if you don’t get out there and become cosmopolitan, you’re going to be road kill.”

To date, the monthly “Firing Line” series, which began in March, has received 10,000 views on YouTube.


Read the complete article at: http://www.marketwatch.com/story/big-data-and-mobile-apps-will-fundamentally-change-how-hr-does-its-job-leading-consultant-brian-sommer-tells-firing-line-with-bill-kutik-2015-07-21

HR’s three biggest performance management mistakes

Managing poor performance is an issue that is, unfortunately, commonplace for many HR professionals – and one that has the potential to wreak havoc if handled poorly.

Because of this, it can be tempting to avoid performance management altogether, out of fear that it could lead to a costly unfair dismissal allegation.

According to Julian Riekert, partner at Lander & Rogers, following proper procedures will ensure that performance management and termination are both possible and defensible.

Ninety per cent of dealing with performance issues successfully, Riekert said, is about being thoroughly prepared and having a plan of action which is both clear and simple.

“Employers need to have a clear and workable performance management policy and procedure, and which the employer must ensure it follows,” he said. “A performance management process can fail because employers do not follow their own process.”

However, he advised employers to be aware that following the correct processes does not automatically warrant protection from unfair dismissal claims.

“But we think it is time that employers started contesting these types of claims,” he continued. “When employers have done everything right and they have a strong case, they can certainly defend an unfair dismissal claim in the Fair Work Commission and win.”


Read the complete article here -> http://www.hcamag.com/hr-news/hrs-three-biggest-performance-management-mistakes-202881.aspx

Honest HR manager fired for following rules, lawsuit claims

A HR manager in the US has filed a lawsuit claiming she was fired for putting her own legal obligations before the wishes of her former employer.
Enriqueta Ramirez, former HR manager of Illinois tech company Valid, claims in a Will County court lawsuit she was fired for refusing to perjure herself.
Ramirez claims her staunch refusal to sign off on hiring a man who was not permitted to work in the United States led to her being fired by Valid.
Patch.com reports that the lawsuit details how Ramirez “conscientiously refused to sign Federal DHS form I-9 for an individual whom she was informed was not legally permitted to work in the United States.”
The result? A termination from the company for which she’d worked for 11 years, “in retaliation for her lawful refusal to commit perjury on the I-9.”
Form I-9 is used for verifying the identity and employment authorization of individuals hired for any employees who wish to be employed in the US.
All employers are obliged to ensure the proper completion of Form I-9 for each individual they hire for employment under US law, and all employees must evidence their employment authorization as part of the hiring process.
Ramirez refused to approve the new hire, who the lawsuit claims was being brought on by Valid to fill the position of a mechanic at the company.

Read the complete article here ->  http://www.hrmonline.co.nz/news/honest-hr-manager-fired-for-following-rules-lawsuit-claims-203500.aspx