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Behavior Prediction Modelling and Talent Management Analytics - HR Paper Example

2021-07-19 16:29:46
2 pages
430 words
University/College: 
Wesleyan University
Type of paper: 
Article
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.

Cultural and ethnic diversity in conjunction with the highly competitive global recruitment landscape, have all increased the complexities of talent management and talent acquisition to the human resource departments of organizations. Many organizations have engaged in data collection and data segmentation in a bid to get finer details of their workforce using different talent management techniques. Obtaining meaningful human resource data is the primary goal that organization must look into. The human resource data is then used in talent management analytics to develop employee compensation and retention policies.

Digitization and information retrieval make human resource functions more manageable. Digitization is the process in which information is organized into bits as it is converted into a digital format which is computer readable. Automation and the ever-growing connectivity of the virtual and the real worlds have brought in new demands to the workforce. Digitization is essential to human resource functions today (Massachusetts & Boston Library Consortium OCA Digitization Project, 1999). Digitization (automation) decentralizes the human resource activities to users and integrates them into the organization.

Digitization, therefore, enables the human resource department to have greater access to information and big data. Human resource and talent management analytics have become technology-based and are invaluable to organizations. Digitization is used in the identification of internal and global talent and identifies trends as well as gaps existing in the workforce. It thus implements structural transformations. Additionally, it helps the human resource management to cut down costs and improve administrative efficiency.

Human resource functions are improved by the adoption of the best information retrieval system. Information retrieval refers to the selective and systematic access to information that is logically stored. Many organizations have human resource data, but they have challenges retrieving and using it to add value to the business. Indexing data is vital, and it organizes it into different subject areas (Massachusetts & Boston Library Consortium OCA Digitization Project, 1999). Information retrieval systems enable the human resource department to function efficiently by being able to access all the data required. Information retrieval also allows information users and the human resource management to disseminate retrieved information physically.

Organizations that are looking to gain a global outlook have the challenge of addressing talent management, strategic workforce planning, people analytics, change management and global cultural diversity management. They, therefore, have the responsibility of utilizing existing human resource data. Digitization and information retrieval systems provide ways of addressing different challenges in talent management analytics efficiently.

 

References

Massachusetts, & Boston Library Consortium OCA Digitization Project. (1999). Advanced Human Resource Data in the Commonwealth's Information Warehouse. Boston, MA: Human Resources Division, Training Unit.

 

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