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Data Analytics Trends For Employees   Featured

Data Analytics Trends For Employees    Mufid Majnun

2021 is challenging yet another exciting year for human resource management. Like last year, we continue to see the critical nature of data and data-driven HR in maintaining day-to-day operations in organizations in the COVID-19 era. While last year might have been interesting, experts warn that you will see even exciting trends this year. The good news is that these trends create amazing technologies for small businesses, individuals, and startups, that were never there before. According to the Gartner report of October 2020, big data analytics will help organizations plan ahead and make critical decisions urgently to deal with the pandemic and its effects. Here are other trends that you need to pay attention to in 2021.

  1. AI will become faster, smarter and more responsible

As artificial intelligence continues showing a lot of potential in data analytics in the HR arena, enterprises will move from piloting to operationalizing it. This will drive about a 5X increase in streaming of data and analytics. With the pandemic still with us, current techniques such as natural language processing (NLP), machine learning (ML) and optimization are critical in generating insights and predictions about the virus and the development of the vaccines. In HR, AI is helping process large amounts of data from employees such as resumes, gauge performance and make decisions on areas that need improvement. It brings transparency to hiring processes.

  1. Data scientists will increase

Every serious organization can now bet on data science as the best career move for technology enthusiasts, especially when it has everything to do with machine learning engineering and research. From the trends, there is a strong growth for data science jobs and skills, that according to The U.S. Bureau of Labor Statistics, will be around 28% by 2026. With the sophistication of technology, companies will be seeking employees such as scientists and machine learning engineers to help them in their operations and analysis. These skills will be in high demand going forward.

  1. Automated decision-making with AI

According to statistics, large organizations will have analysts that practice decision intelligence and decision modelling. This will bring together various disciplines that include decision support and decision management. With the automation of decision-making, adaptive systems will bring together different traditional and advanced disciplines. Automation allows leaders to design, compose, monitor, process and align their decisions and outcomes. With the improving AI and big data analytics, these two technologies will continue shaping how managers, human resource leaders and operators make their decisions. It will create tremendous opportunities for organizations regardless of the industry.

  1. An opportunity for data marketplaces and exchanges is in the offing

Data is indeed the future, and big companies such as Apple, Facebook, and Google are setting the trend in ensuring that companies do not expose data without first-party permission, if their recent announcements are anything to go by. Although this can be a good thing in creating data marketplaces or exchanges, it may be detrimental to advertisers. With this new trend, we will likely see platforms that buy and sell data, including licensing, publishing and distributing it. Although this new industry is in its early stages, it can explode into something to admire if things go well. These exchanges could mean more job opportunities for people, although a challenge is presented to advertisers with regard to employment.

With the positive developments concerning COVID-19 and vaccinations worldwide, we will likely start seeing the workplaces that were closed over the past year returning to normal. With this, HR officers will need to develop a swift, flexible and easy transition post-COVID. This progress will be led by proper use of data that involves using modern technologies such as AI and big data analytics.

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Scott Koegler

Scott Koegler is Executive Editor for Big Data & Analytics Tech Brief

scottkoegler.me/

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