The use of big data and HRIS by HR practitioners in New Zealand: empirical evidence from a longitudinal study
Du Plessis, Andries; Fourie, Leon
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Citation:Du Plessis, A. J., & Fourie, L. (2015, July). The use of big data and HRIS by HR practitioners in New Zealand: Empirical evidence from a longitudinal study. In N. J. Delener, L. Fuxman, F. V. Lu, S. Rodrigues (Ed.), Proceedings of the Global Business and Technology Association 17th Annual International Conference (pp.1-11).
Permanent link to Research Bank record:https://hdl.handle.net/10652/3341
This paper stems from a longitudinal research project over twenty years. The influence of ‘Big Data’ on the HR practitioner’s roles, goals and activities is huge in how their function is creating and adding value to the organisation. Big data offers HRM major opportunities to increase its value add in more functions and areas of HR as well as the strategic influence within the organisation, by delivering predictive analytics. HR practitioners in New Zealand have been exposed to big data and the use thereof through their HRISs. The quantitative methodology adopted was an e-survey; a questionnaire containing structured closed questions. The target population was limited to HRINZ members that had registered to participate in HR research requests that HRINZ provided links to; the total number of HRINZ members in this category was 635. Fundamental capabilities of the HRIS should be used to assist in delivering ultimate customer service and a good service to their employees. Concrete recommendations are proposed for HR practitioners and managers in the use of big data such as to use analysts to analyse the big data for them so that it becomes useable as knowledge to make wise decisions in future. Recommendations and the conclusion form the last two sections.