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  BIG DATA AND HUMAN CAPITAL MANAGEMENT  
  By Sean McGuire and Bill Ladd, Workday, Inc.  
 

Chances are, big data can benefit your organization in one way or another. It has the potential of digging out answers in a sea of data to bring out new insights for your business. Exploring the possibilities and capabilities of big data doesn't take much effort due to the number of solutions you can pilot. If big data is something you want to pursue - start by asking questions and engaging the proper HR and IT resources.

 
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  THE HOLISTIC "BIG DATA" RECIPE  
  By Carl Schleyer, 3D Results  
 

I must acknowledge that big data as a concept is in the HR space to stay. Technologically, the time is right: the data sources are certainly voluminous, full of variety, and are coming at us with feverous velocity, but overall, we as an HR function need to retool our skills in order to extract the value that big data offers.

 
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  Executive Interview  
 
 
     
 

An Interview with John Schwarz, co-founder and CEO, Visier:

According to Mr. Schwarz, the challenge most organizations face regarding big data is not the volume of information, but the diversity, the lack of common identifiers, and the degree of inaccuracy that creeps in when using multiple system sources. Worse, the tools that are available to manage the so called big data are extremely immature, and require a high degree of technical proficiency.

 
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  Workforce Solutions Review Editorial Committee and Advisory Board  
 
 
   
 

The Workforce Solutions Review is a peer-reviewed publication of the International Association for Human Resource Information Management, whose mission is to be the leading professional association for knowledge, education and solutions supporting human capital management. Submission of an article to IHRIM or its publishing and editorial representatives constitutes permission to publish the article in any form or medium under the guidelines of the IHRIM Copyright Transfer Agreement. Articles may be edited for reasons of space and clarity. Opinions expressed herein are not necessarily those of the editors, the IHRIM board of directors or the membership.

© 2013-2014 by IHRIM, Inc. All rights reserved
Reproduction in whole or in part without written permission is prohibited

 

 
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