Big Data and HR Analytics in Talent Management: A Study


  • Kazi Kutubuddin Sayyad Liyakat


Talent management, Big data, HR, human capital, General Data Protection Regulation (GDPR), training, machine


The discussion of the potential talent analytics provides HR practitioners is the goal of this article. The ability to analyses enormous volumes of data has become much more accessible over decades, and businesses are now using talent analytics to manage their workforce. There will be a lot of studies on how talent analytics may improve organizational decision-making. Majority of businesses use databases to hold complex data. A database is a great tool for displaying data and running reports, and they are typically housed in the Cloud. Big data exploitation, or use of enormous amounts of structured and unstructured data produced by organizations’ everyday operations, has gained a lot of popularity among businesses over the past several years. Talent can signify different things to different people and in different situations. The idea of a "data lake" has gained significant traction in the field of big data management. Data warehouses do not require data to be converted in order to meet a specific data model, allowing businesses to store a variety of data kinds at little expense. Instead of analysis, data warehouses are incredibly helpful for discovering new insights. Big data may assist HR teams in better understanding their staff and implementing better employment policies, as demonstrated by the way that marketing department is utilizing it to know the viewpoints of their customers. This essay has compared big data with human resources management.