The most exciting digital trends in HR software include artificial (and virtual) intelligence and big data. Which applications are relevant in HR and how can these change recruiting, employee and talent management as well as the collaboration within the company? Do you even have the potential to change HR management?
Digitization trend: big data
Big Data is a key word that has been haunting the heads of HR decision makers for a long time. At the beginning Big data has to be understood as huge amounts of data collected from a wide variety of areas: the Internet, radio, social media, virtual assistive devices and, and, and. … Continue
What is really important for data protection and which guidelines are necessary for HR departments to protect personal data of employees? We have summed up what needs to be considered in this regard: it is important that data protection and privacy are of paramount importance when it comes to digitizing documents and processes (e-dossier, digital target agreements and online time management).
In May 2018 the EU’s new Basic Data Protection Regulation will come into effect. The upcoming changes are causing uncertainty in HR departments – after all, they have a particular impact on the property, which should be better protected by the new law: personal data.… Continue
Cloud computing, digital personal data, big data, crowdsourcing, HR-Analytics, …
Question: Where is the HR in the HR blog?!
Answer: Well, how much “human” is actually still in the HR? Are we not all a bit IT today, a bit digitized and networked? And if not, is there any future for HR as a professional independent department?
The above expressions could be read on technical pages, IT blogs or computer magazines. One would assume that HR had long been fully digitized and has arrived in the “4.0-era”, but the reality is different. So what are HR managers doing? Are there still boundaries between personnel and IT or digitization experts?… Continue
“Big Brother is watching you.” – this is often said when talking about Big Data. The quotation from George Orwell’s novel “1984” has been brought into connection with data collection, storage and analysis not just since the Snowden revelations. Ever since governments or corporations have been collecting, analysing, and misusing data on a large scale, the quotes from this dystopian novel are used to draw attention to (alleged) digital surveillance. But what is the positive benefit that we can draw from large data sets?
Especially in talent management there are new possibilities emerging. You will find out what these are, where they are already used and what impact they have on human resource management, all in the second part of a small series on the subject: Big Data.
Algorithms for candidate matching, a chatbot as the first “contact person” and Big Data in talent management – digitalisation in HR is versatile and knows no boundaries. So it is not surprising that you sometimes ask yourself how this development will influence HR’s responsibilities and tasks. What is clear, however, is that digitalisation is no longer to be stopped, will gain further importance in the coming years and will bring about some change. Does this mean, however, that HR profiles will change completely and the HR manager of today will cease to exist?… Continue
“Big Brother is watching you.” – This is often said when Big Data is discussed. This quotation from George Orwell’s novel “1984” has been brought into connection with data collection, storage and analysis not just since the Snowden revelations. Ever since governments or companies have collected and stored, analysed and misused data on a large scale, the descriptions of this dystopian novel are used to draw attention to the (alleged) digital surveillance.
But what are the positive benefits that we can draw from large data sets? In particular, human resources management should be critical in assessing the potential of this powerful technology.