Data analysis in HR Analytics is a key element for managing professionals as it enables data gathering and analysis of the value brought into the business.
Questioning is a powerful tool for creating value in an organization: it stimulates learning and idea sharing, favours innovation and performance, and helps to build trust between team members.
The experiences with the implementations of the Human Capital Development Model have enabled us to identify the areas of investment in human capital that deliver the greatest economic return.
The ability to collect information, systematize it, and establish correlations between huge volumes of data offers us a very powerful tool for understanding and predicting people’s behaviours.
Consumer have become the main creators of the largest ever volume of data, the study predicts that this trend will change, and that companies will go on to create 60% of the information by 2025.
We are undergoing the fourth industrial revolution which delivers imminent changes in the way we understand the working world and opportunities that will be created.
Big Data applied to HR has enormous potential. Right now in the market we’re seeing greater development in recruitment, performance appraisal and employee retention.
What can be done today with data? When we talk of big data, we’re talking about mass data capture, storage, search, classification, analysis and visualization.
Global HR; Global HR management, Big Data, Global Talent, Cloud, Gamification, Social Recruiting, BEYOND… and three key trends that shape the future of HR
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