BIG DATA AND HRIS USED BY HR PRACTITIONERS: EMPIRICAL EVIDENCE FROM A LONGITUDINAL STUDY

This article 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 adding value to the organisation. HRM could 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 635 HRINZ members. Fundamental capabilities of the HRIS should be used to assist in delivering ultimate customer service and a good service to their employees. Recommendations are proposed for HR practitioners and managers in the use of big data such as to use analysts to analyse the big data to get useable knowledge to make wise decisions in future. Conclusions form the last section.