Summary: | 碩士 === 國立臺灣師範大學 === 高階經理人企業管理碩士在職專班(EMBA) === 104 === There is no doubt, in recent years, Big Data has significant influence and impact on both the “quality” as well as the “quantity” of the business operations, individual behavior and our life style. On one hand, it made the business operations and individual behavior more transparent and easy to track, and by analyzing the relevance of each record and activity, Big Data could provide more innovative, convenient, fast and safe products or services to customers (in terms of quality). On the other hand, Big Data’s incredible capability in processing numerous data (in terms of quantity) also contributed to the rapid development of IOT (Internet of Things) and smart life, which made different industries even closer to each other.
In this research, we study, through literature review, case study (Company A) and expert interview etc., the feasibility to apply Big Data analysis in Human Resources management, especially for talent acquisition. Also, we provide practical solutions to company A for its recruitment issues. The two major conclusions we made for this study are:
First of all, HR can really take advantage of Big Data analysis to address many issues related to human resources management, including talent acquisition. Google, Xerox, Transcom and LinkedIn etc. have demonstrated encouraging progress to prove it. However, to maximize the return on investment, companies should still carefully conduct pros & cons evaluation before they really go for the Big Data analysis system.
Secondly, after the completed review and assessment of the current situation of company A, we found that it is not necessary for the company to introduce the Big Data analysis system right away due to company size, risk and cost concerns. There are some alternative solutions for company A to fix its recruitment problems during the transitional period, which include: (1) Enhance the efficiency of resume screening process, (2) Strengthen the effectiveness of candidate evaluation process, and (3) Increase/diversify recruitment channels. Yet, it is still important for company A to well prepare, in advance, for the introduction of Big Data analysis system as it is an irresistible trend for all companies.
Key words: Big Data, Human Resources, Talent Acquisition.
|