The Importance Of Big Data Management

Superior Essays
Presence of big data is a very common phenomenon now days, specially when talking about medium to large size corporation. The term Big Data is often described as vast numbers of data that can be traced, validated, gathered, cached, reengineered, interpreted and also studied. (Manyika, 2011) To clarify they suggested that big data refers to data, whose size makes it impossible to be processed by the typical software used for database management. Also researchers defined big data in terms of its characteristics of high volume, high velocity and high variety (Gartner, 2012) By volume, the researcher referred to the size of the data, by velocity he referred to the speed of which the data is created and by variety he referred to the range of types …show more content…
This recruitment process can be a tool used to forecast future employee engagement in the organization. According to the P-O fit theory as discussed in the research paper of Kristof, employees are even more effective when their values, interest and need is on the same track (Kristof, 1996). Therefore, Big Data Management in recruitment can be utilized to analyze the past experience of the applicant to predict the future involvement as a part of commitment. Usually in the past, talent recruitment followed some specific steps where the initial step was to send out a request for an employee, which was triggered by an organizational need (Cappeli, 2001). In the next step, the job description and the requirement for the position are posted on the web portal of the organization (Cappeli, 2001). Later on, interested applicant would apply for the position where they send out their basic profile to the company and share some insights of their past experience along with the educational skill details (Cappeli, 2001). Once they acquire certain number of talents, human resource does some filtering of the profile and selects few profiles to be interviewed. However, in this process, one of the key factors is the experience level of the person who is conducting the interview process. Additional to that, one drawback of the traditional process is the lack of information that is gathered from the applicant’s end and some misleading false information as well. This is when Big Data can come into action and provide some real time and relatively realistic information about the candidates that the organization actually wanted (Zang & Ye,

Related Documents

  • Improved Essays

    • Create succession plan for each employee: A succession plan is a process where an organization ensures that employees are recruited and developed to fill each key role within the company. This is a best practice because when employees see a career path for their continued growth and development they are more engaged and motivated. • Coach/feedback: Coaching is a method of strengthening communication between a manger and an employee. Feedback is the primary tool used to provide employees with information and guidance. Coach/feedback is a best practice because it help managers improve the productivity of their employees, to develop and improve an employee 's capability to perform and to correct poor…

    • 1390 Words
    • 6 Pages
    Improved Essays
  • Great Essays

    One of the major problems being that there are so many variances and choices. Additionally, there are so many people that must be pleased with those choices. Therefore, the entire process is not easily accomplished. A CIO tasked with creating an IT strategic plan or overseeing the planning of this plan could do well for the organization and everyone involved by simply avoiding many of the pitfalls associated with general strategic planning (as it pertains to IT planning). Some of the pitfalls include, but are certainly not limited to: just having a plan, disregarding the risks involved in the final product, and lacking any type of metrics which will gage the effectiveness of the planning and ultimately the plan itself.…

    • 1197 Words
    • 5 Pages
    Great Essays
  • Improved Essays

    Interviews are a widely used recruitment tool however they should not be prioritized over other recruitment methods. Research has shown that interviews are undermined with many potential traps and legal pitfalls. Fundamentally, when you closely examine the interview process you need to account for its obvious flaws. The flaws and legal pitfalls interviews exhibit are expectancy effect, first impressions and stereotypes. This is consequently made from the interviewer as they may have perceptual flaws and/or demonstrates bias behaviour, thus interviews are not the best selection tool.…

    • 459 Words
    • 2 Pages
    Improved Essays
  • Superior Essays

    Employee’s Motivational Theories Name Institution Employee’s Motivational Theories a) Herzberg motivational theorist Herzberg argued that organizations should motivate employees by using democratic techniques in the management and by enhancing the nature and content of the real job by using of suggested methods. The methods proposed by Herzberg include; i. Job enlargement –Workers will perform better if they are allocated wider tasks because this renders the work more interesting. ii. Job enrichment – For the workers to get a higher sense of achievement, the employer should allocate a set of challenging, complex and exciting tasks that surround a given work unit.…

    • 2283 Words
    • 10 Pages
    Superior Essays
  • Superior Essays

    When employees get what they value this will motivate, retain, and attract them. 3. Measure and Manage Cost and Risk: creating balance between effectiveness and cost make a successful rewards plan. Companies also need to manage and identify total rewards- related risk. For example, companies should have a plan to manage funding risk related to defined benefit or stock plans.…

    • 1327 Words
    • 6 Pages
    Superior Essays
  • Improved Essays

    Moller-Maersk Group study, Maersk established a compensation philosophy that would encourage quality, high performing talent to stay with the organization. After experiencing an increase in turnover, growth in business, and global expansion, Maersk’s executive members and HR leadership applied a people strategy session to focus on the company’s talent. As a result, the Maersk Group established a performance based compensation program. Divided into three groups, employees are classified by job performance and how their performance outcomes were attained. As stated in the study,…

    • 868 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    Locke’s goal setting theory has contributed in the aspect of setting the employees objectives. The goal setting theory has  as a technique used to raise incentives for employees to complete work quickly and effectively. Goal setting also leads to better performance by increasing motivation and efforts, but also through increasing and improving the feedback quality. The key features of the goal setting theory would include links to employee performance. The willingness to work towards attainment of goal is main source of job motivation.…

    • 1016 Words
    • 5 Pages
    Improved Essays
  • Improved Essays

    A resume and a background check will tell you what they did yesterday; a behavioural interview will assess how a potential employee thinks and makes a decision in the future. This type of question might be, "what would you do if you had to run a management order that you didn't agree with?" The HRM department also can define the overall job requirements for each position. Beyond a focus on skills and education. The candidate's attitude and character are key factors for long-term success.…

    • 897 Words
    • 4 Pages
    Improved Essays
  • Improved Essays

    They look for people with the right attitude rather than the Harvard degree. The company have a high level of employee engagement and I believe that they are committed to human capital. In terms if talent management, the organization hold recruiting planning meetings. This group consist of recruiters form HR, and the hiring manager. This group is instructed to follow a specific agenda when recruiting which mean more than a resume and interview are considered.…

    • 713 Words
    • 3 Pages
    Improved Essays
  • Improved Essays

    Maersk Group Case Study

    • 965 Words
    • 4 Pages

    The shifts between the changes at a company can happen very quickly, the labor force is inquiring that HR management become more elaborated in planning, because this can change the recruitment and selection it has in place for the company. Recruitment can go hand in hand with the type of selection you make among employees. The recruitment process may involve the hiring manager to submit approval to hire, assign a tracking number for the type of job, post the job to potential recourses (e.g., newspapers, internet, or employee referral), then receive resumes to submit to the hiring manager to determine if that individual will be a good candidate to come in for an interview (“Hiring Policy,” 2016). For an external applicant, the hiring manager is responsible for conducting interviews in a timely manner and selecting a candidate. Where reference and background checks are for the final person, and the HR department will collaborate to determine the job position and incentive offered to the person (“Hiring Policy,” 2016).…

    • 965 Words
    • 4 Pages
    Improved Essays