The Era of Big Data (A Brief Discussion)

In the era of big data, the law of measurement is used to measure the development dynamics of enterprises through data. Pen, fun, and www.biquge.info

Modern operation and management is mainly the operation and management of human resources, and the daily work process is completed by people. It is a service industry.

It is a low-cost measurement. For example, training attendance, short-term costs of the project, the number of violations in safety inspections, etc.; The other is high-value measurement, which is not based on training attendance, but at the effect of training, and not at short-term costs, but at where the long-term returns are, which is completely different. The data of regular inventory focuses on the cost-to-income ratio, personnel cost, per capita profit, turnover rate, contribution rate, personnel replacement cost, etc. Similarly, in terms of performance, human resource management actually conforms to this law. Doing business is actually a people's business, and the management of a part of the property is the management of people. A project can be evaluated through attendance and satisfaction surveys. Therefore, it is concluded that which part is the most profitable.

Different industries can also be analyzed with different data. In market operation management, changes in data cannot be ignored. Data analysis is often used to determine the direction of development.

In the era of mobile Internet, everyone in this world has value, how to help discover his value, and turn resources into capital is a necessary homework for human resource managers. Resources are to be fully utilized and tapped, and capital can bring returns. When people are transformed from resources to capital, it is a quantitative process, resources can be quantified, the rate of return on capital and the input-output ratio can be quantified. This is a compilation of human and mental resource data. Combining people through data.

In the era of big data, it is necessary to master three capabilities: 1. Thinking change; 2. Management change; 3. Business change.

Turn shortboard thinking into longboard thinking. Thinking has changed, today's system should think, how to let 99% of good people do more good things, no longer use the "28 principle", that small and medium-sized customers are very important, this is the "silk economy". In fact, data and information are not the same. What is big data, for example, A and B sell the same product, why is the business of the first vendor good, and the second vendor is really unmanned, and the B vendor can get the news from Party A's customers or buy the things of the A vendor and come back to study it, and then understand the market situation of the A vendor through the side. The answer can be obtained by combining and analyzing the different data that has been accumulated. That is, in the era of diversified data, it is more reference and choice. This information can help you make decisions about future trends, and the important thing about big data is to provide final information for subsequent decisions. It provides a lot of reference value.

We live in an era of complete uncertainty, how can the value and risk of information be quantified? With the development of the times, many jobs will disappear, but there will also be many new ones. At first it was computer and computer association, then person association, and then person association with computer. The relationship between humans and machines, and the relationship between humans and big data. That's the great times ahead, and it's going to be a great time to eliminate a lot of human intervention. The development of high technology will bring new breakthroughs.

Management has developed from the original vague way to quantitative management, and even through big data, many unimaginable things can be accurately measured. For example, 3D, 4D, 、...... Technology. Technology, management, operation, and operation will be inseparable from the analysis of big data. With big data, it can eliminate some uncertainties and continuously analyze and make inferences through big data. The first is to turn data into information, help decision-makers make decisions, eliminate uncertainty and risk, which is the first thing we have to do; The second is to forget about past experiences, which can only be used as a reference, and change the inherent thinking to see the world from another perspective.

For example: in property management. Through the form of leasing and selling, it is speculated that those who rent well and those who do not rent will make more money, and that department can save (save, save money, etc.) merge (merger, reasonable arrangement, etc.). Good enterprises and undertakings can be introduced more, and bad ones can be ignored. A single place that does not need personnel can be combined, for example, two departments can be managed by one department, the monitoring room and the control room can be replaced by one department, a fire manager can be responsible for the integrated management of one or more areas, a fire supervisor can be responsible for the management of multiple projects and the management and filing of multiple project files, and finally handed over to the fire manager. In this way, a few manpower can be saved, which can not only grasp the timeliness but also create benefits.

Big data technology refers to the use of different device technologies to uncover the secrets of the organization's internal passwords such as interpersonal communication and collective intelligence behind these data. The most important factor in collective intelligence turns out to be the equality of the wheel. Measure the interaction patterns of a team and accurately predict the productivity and operation rate of this team. It has a higher collective intelligence than a group dominated by a few authoritative individuals. The common centralization, control, and prevention models in traditional management methods have stifled the potential of collective intelligence and the overall effectiveness of management. This is also the secret behind the traditional "management amplitude circle". In order to survive, in order to survive better, human beings continue to evolve, high-tech development of human brains, and evolve into a highly intelligent mathematics, physics and chemistry, more scientific, more perfect, more progressive superpower competition. People's choices, learnings, strategies, ideas, and modes of operation will bring about an explosive revolution. Judgment, reasoning, and decision-making are more accurate through data integration. Combine the structure diagram with multi-faceted data concepts or through interactive models to obtain better collective intelligence. In the face of a rapidly changing world, we must have the ability to respond quickly to changes.

Human resources big data management is the direction of human resources development in the next few years, and quantitative management based on big data will be conducive to the establishment of vertical and horizontal comparison of HR data, speak with data and facts, intuitively feel the development trend of history and industry data, and help business operators make decisions more rationally and objectively.

Let's use big data to analyze the results of turnover rates.

For example, employee turnover cost = recruitment cost 15% + training cost 12.5% + termination cost 10.5% + opportunity cost = 38% + opportunity cost. In other words, when an employee leaves, at least 38% of their annual salary will be wasted. Similarly, for each additional year that an employee works for the company, the company will save 38% of their annual salary in compensation costs. Through the comparison of turnover data and market data, it can directly reflect the level of business efficiency.

In the past few years, such as in 2013, a special survey was conducted for e-commerce industry operators (warehousing, distribution, customer service, etc.), and domestic e-commerce companies such as JD.com, Amazon, Dangdang, Gome Online, Yixun, Vancl, and SF Preferred have participated. Taking warehousing data as an example, high-performance companies are only 12%~13% higher than low-performance companies, which is a relatively rare performance difference data in other industries. In companies with a high employee turnover rate, it is 2.32 times that of companies with a low turnover rate, with a difference of 58.96%. Calculation, the annual payment of 8.63% of the total salary of the turnover cost is used to pay for the recruitment, training and termination of employees, which does not include the opportunity cost, this data is a lot of expenses for any enterprise, but this expenditure is not like other investments will obtain certain benefits, and the increase in turnover costs is just a cost, there is no benefit at all, on the contrary, the larger the expenditure, the less stable the business operation. The above cost quantification analysis also illustrates a trend; The higher the employee's position, the stronger the specialization, and the longer the employee's working hours, the higher the turnover cost. All great enterprises have a group of loyal, stable, professional and efficient employees who continue to work silently for it, which is the core difference between excellent enterprises and ordinary enterprises.

Through a set of big data, we get the following results:

1. Retain the key core personnel and excellent personnel of the enterprise, and raise the salary for their ability and work results, so as to reflect the market competitiveness of the salary and make it continue to serve the enterprise for a long time. Employees in key positions and high-potential employees must be retained.

2. In the Internet era, mobile learning and fragmented learning have become the direction of training, and the establishment of a training system suitable for the learning characteristics of employees can not only improve the training effect, but also reduce the overall training cost.

3. Strengthen the construction of corporate culture, understand the needs of employees, establish an internal communication mechanism, and let outstanding talents and enterprises develop together.

4. In the same way, we can also use big data to increase or decrease personnel in the market in a timely manner.

In the same way, by making small reports, it becomes a useful employee data analysis to learn some of the dynamics of employees. But, my gut told me not to get involved, but I'm not sure if it was the right thing to do.

The more diverse, the more innovative: 1. Cognitive diversity, the most important thing is the diversity of people's ways of thinking. 2. Age/experience diversification is through a combination of different ages and experiences. 3. Distance diversification, taking racial and gender diversity as a starting point, so as to move towards a better and more efficient way of business management.

Business is ultimately the management of people, and the dealings between people.

The advent of the era of "fragmented employment" is mainly fragmented learning, fragmented time management, fragmented channels, etc. are constantly being explored, mainly combining different small data and different screenshots into big data for analysis and research.

Trust becomes the number one leadership. "Gamification of management" is the future. With the development of the Internet and big data, labor management tools can help enterprises accurately find the right people to collaborate with. Moreover, it can control the market situation in a timely manner.

A well-regarded brand not only attracts the highest quality executives, but also improves the bottom line by significantly reducing payroll expenses.

Through the analysis of big data, we can grasp the dynamics of enterprise development at any time, which is an indispensable logical thinking for decision-making, judgment, analysis, management and operation. It is an indispensable way of thinking for senior personnel. (Refer to Human Resource Development and Management 2015.10)