Technology is ever-changing, presenting varying business management dynamics that are unique to each organization. Organizations need to process huge data, which is ambiguous to handle through the traditional methods prompting the use of technology. Big data enhances contemporary organizational sustainability through effective human resource activities. Carr argues that investing in the use of technology does not provide any competitive advantage to the organization. The use of big data in modern business has proved a viable option for enhancing organizational performance and sustainability. Big data increase the accuracy and efficiency of business processes through the use of information technology.
Big data is perceived as a form of capital in contemporary organizations as well as a source of competitive advantage. The adoption of big data proliferation has the potential to transform business processes, alter corporate ecosystems, and unlock business value. Big data and technology work hand-in-hand through strategic and operational approaches that lead to better and informed decision-making initiatives that increase organizational responsiveness to the changing management strategies. Big data helps in understanding consumer behavior and developing marketing strategies that increase organizational competitive advantage. Big data enhances organizational performance through leveraging modern technology.
Big Data and Organizational Human Resource Practice
Big data works to decrease the cost of bad hiring practices in an organization. Human resources analytics help identify and reduce the cost of bad hiring, which negatively impacts organizational performance in the long run. Wrong hiring increases the recruitment and training cost for new employees, affecting productivity and organizational reputation for the affected institution. Big data helps in employee retention as the right individuals are hired for the right tasks. Big data technology helps human resource management flag employees who are planning to quit employment by analyzing their online activities, profile updates, job performance, employment history, and pay information. Flagging of employees helps identify outstanding employees for promotion, advanced training, or assignment of challenging roles that enhance retention.
Carrs Principles and Big Data
Carr asserts that organizations should spend less on technology migration for modern enterprises because it has little effect on the organization’s competitive strategy. Massive investment in information technology does not necessarily present proportion returns on investment. An organization should focus on simpler and cheap innovation to reduce the wastage of resources on technology that becomes obsolete in a short duration. Organizations should acquire useful and efficient big data for human resource to avoid unnecessary expenses.
Follow Dont Lead
Organizations should hold back on acquiring new technology and what for the innovation to stabilize and solidify. Technology keeps on evolving, rendering older versions less useful. New products come with overrated costs that plunge organizations into great losses when the technology is rendered obsolete. Strategic organizational managers should wait for competitors to try and test new technology and acquire matured and useful technology to enhance organizational performance.
Following others in acquiring new technology helps to reduce the chances of uncertainty on the effectiveness of the technology. Carr advises that smart information technology consumers hang back and purchase IT products after best practices and standards for the products have been tested and proven viable. The impatient competitors shoulder the huge cost of experimenting the newly introduced IT products, which offer smart managers an easy get through and lower acquisition price. Big data for human resource should be utilized after it has surpassed testing and experimenting processes.
Focus on Risks, not Opportunities
New market innovations are characterized by many underlying risks to the users while providing huge opportunities for the vendors. Organizations should take note of the risks associated with the acquisition of new technology. Strategic managers should strike a balance between the associated risks and the available opportunities for information technology adoption. An effective big data technology should be able to predict the performance of organizations. It should identify the right persons who will be compatible with the organizational culture, which increases productivity.
Carr articulates that migrating from tightly controlled information technology resources to open systems comes with more threats and security breaches. Smart managers should remain frugal on implementing new technology and be prepared to mitigate the associated risks and threats. The installation and implementation of big data technology for new organizations are faced with many underlying risks that have both short-term and long-term implications for organizational performance.
How to Implement a Big Data Project
Identify the business requirement by identifying the tools to utilize big data. Use interactive and agile techniques for efficient big data analytics. Agility is the ability of a business to adapt to changes rapidly. Adopt a big data resource that is business-oriented rather than technological superiority. The next step is to make use of the available data. Maintain the traditional data form and critically evaluate the data needs for the firm. Perform a bottom-up analysis of the system and set up hubs for excellent data hosting.
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