The role of Big Data in Human Resource Management in South Africa
Date
2017
Authors
Ncube, Tshiwela
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Abstract
ABSTRACT
Big Data is characterised by the four V’s; velocity, volume, variety and veracity. For many years, data was well structured, but in recent years, the world has started generating massive amounts of unstructured data, which is partly due to social media. Not only is the data both structured and unstructured, it is coming at a high speed, in massive amounts and from different sources, and with challenges of reliability and accuracy. In recent years, the Human Resource Management discipline started collecting and analysing data as a practice to enable themselves to use data to gain insights that would assist in making well informed decisions.
In the era of Big Data, it is important to explore the ways in which Big Data can be applied in the HRM arena, as well as to explore the human capital skills required in South Africa to utilise Big Data effectively for decision making. This research contributes to the literature pertaining to the topic of Big Data and Human Resources Management in the South African context.
Using a qualitative approach, a purposively selected sample of ten individuals with experience in HR and/or HR data who had worked with or for the financial services industry was interviewed using a semi-structured guide. The data gathered was to understand the role of Big Data in the HRM arena, as well as the skills required to unlock the value of such data in this area.
The results of the analysis provided the following key findings; firstly that within the HRM arena, the talent management function would benefit the most from the application of Big Data, specifically in recruitment, training and employee engagement. In addition, it was established that that the human capital skills required to unlock the value of Big Data for HRM could not be found in a single individual. The HRM arena would need to create a dynamic team with various skill sets which include data science, human behaviour, HR processes and change management skills. This team would need to work collaboratively, not only amongst themselves, but with other departments within the organisation.
The research suggests that Big Data has a role to play in the HRM arena. However, the readiness of the HRM arena for Big Data is a concern, which is due to the various challenges facing the HRM arena. The application and benefits of Big Data can only be realised if these challenges are addressed by HRM professionals and thought leaders as well as by universities
Description
M.B.A. Thesis
Keywords
Big data, Personnel management -- South Africa.