Talking about the Innovative Application of Big Data in Enterprise Human Resources Performance Management

Abstract

With the advent of the wave of big data, data has become an important information asset. With data information, we have the ability to gain insight into market conditions and strengthen management. The use of big data technology to conduct statistics, analysis, and mining of massive information can make information assets play a very high value in corporate strategy formulation and accurate decision-making. However, the traditional performance management concepts and management methods have not adapted to the development requirements of the times, and there are various drawbacks. This paper analyzes the impact of big data on enterprise performance management. Combining the key aspects of the company’s performance in the old data era, a new method of company performance management and the subsequent innovative development path are proposed. Recognition frameworks, employee similarity, FCM, and other assessment formulas are emphasized. From the employee’s work attitude, workability and appearance, and daily performance, combined with the calculation of employee benefits, the evaluation is more clear; after the implementation of the material reward experiment, the attendance rate increased by 16.3%. At the same time, the workload was gradually refined, from quantitative to qualitative, and sales increased by 28.6%, maximizing the advantages of human resources and promoting the sustainable development of the enterprise.

Big Data Analysis in Human Resources Decision Making: Optimizing Workforce Management

“…With this approach, the recruitment process becomes more efficient in finding suitable candidates and can reduce the risk of a mismatch between the employee and the desired position (Kels & Vormbusch, 2020). Therefore, Big Data in Human Resources Decision Making opens the door to recruitment efficiency and increases accuracy in selecting individuals who can have a positive and sustainable impact on organizational development (D. Xu et al, 2022). Utilizing in-depth information generated by Big Data, companies can build a recruitment foundation that is effective, adaptive, and oriented toward long-term success (Johnson et al, 2021).…”

Fusing talent horizons: the transformative role of data integration in modern talent management

“…Moreover, ethical considerations in HR data practices demand rigorous scrutiny. Research should explore the development of transparent, fair, and sustainable data practices, addressing the tensions between data-driven decisionmaking and the preservation of individual rights [128,129]. Investigating the ecological and ethical responsibilities in IT architecture adoption also presents an area ripe for critical analysis, particularly in how organizations can balance technological advancement with sustainability imperatives [130].…”

Design of the Human Resource Optimization Allocation Model Based on Information Integration

“…Zhang [20] used a particle swarm optimization algorithm to solve the Pareto solution for optimal human resource allocation from a multiobjective decisionmaking perspective. Xue [21] used genetic algorithm to solve optimal human resource allocation and proposed a simple two-way selection allocation method. Wu [22] created a heuristic algorithm for optimal allocation of human resources based on constraint satisfaction and backtracking search algorithm to reduce enterprise cost.…”