Data driven human resources / Dr. Melika MolkAra

Tajhiznews / In the current situation and in near future, various organizational issues will undergo fundamental changes and as the main point, the world is getting smarter as the days go by. Nowadays the most activities taking place in the area of human resources including the employees daily activities and concentration, health, their comfort can be measured.  The Measurement and determination of the function key indexes result in creation of information

The number of employees, the average age, gender and educational levels etc. Are the most primitive information producing sources

From now on the result of analyzing information is called data. In plain language the data is the analyzed information

The data and its huge magnitude in the world caused the manifestation the new sciences in the world. The data explosion means, the human resources groups will have access to an abundant data resulting in the broader and more comprehensive outlooks to the issues than before so to speak is a smart monitoring type. Data oriented human resources ( data driven HR) or intelligent  human resources (intelligent HR)  addresses the intelligent utilization of information explosion in human resources domain. This is to make proper vision and insight not only for the progress and improvement of the employees but overall success of the business

Human resources teams can utilize data to make better decisions in human resources field, better understanding and evaluation of individuals role in business success, the improvement and decision making of the managers related to individuals, the increase of their efficiency in the organization and all can have remarkable influence on reaching to the organization goals. Currently the idea of using human data driven HR except in large or innovative organizations may not be This idea may not be well considered but is spreading quickly. This change is to an extent that based on the experts of this field, a revolution is taking place in HR  and individuals management  containing a vast ocean of information

Today knowing the personal information of the applicants is no longer enough. Therefor the leading organizations try to know the applicants by other means like The personality test and data analysis  from the applicants’ previous workplace

Today the traditional methods and personal decisions are less determinative in job interviews and in either horizontal and vertical promotions, particularly horizontal promotion. Assessing the HR resources data clearly indicates the competent person to take over more responsibilities. Unless by data, the decisions will be based on appearance and in the absence of the expert opinion and by trial and error. These days the human resource information unite System, The HRIS ( human resource information system) is one of the most key parts of leading organizations human resources performs a determinative and critical role in the organization’s senior managers decision making. The HRIS by collecting and review of information and processing the past events and finally by analyzing the trends and behaviors and habits and organization’s culture, suggests a strategic analysis for the current situation and the escape and improvement solutions for the future to the senior managers depend on different scenarios. Hands down the future studies and foresightedness are intertwined topics in HR and different scenarios taking the influencing factors into account can clarify the unclear future path. That part of the organization’s activities traditionally focused on soft sections like individuals, culture, training and development and attracting employees participation now is done by taking advantage of data analysis. Until now the employers used data and the its analysis to know some indexes like Employees’ job satisfaction, the rise of BIG DATA caused expediting process and the use of data in other various and appealing ways

Written by Malika Malek Ara