Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Organizations are increasingly using big data and analytics in decision-making, and HR is no exception to this trend. Applications of big data analytics are becoming common in HR with advanced tools being developed for this purpose. However, despite having a good grasp of the basic research methodologies, I-O and HR professionals generally lack the knowledge and skills to use big data analytics in their practice. In addition, the latest guidelines for education and training in industrial-organizational psychology do not even mention the terms “big data” and “analytics”, showing that this concern also extends to graduate education, and the literature is not very informative about how to actually do HR analytics. This presentation is aimed at addressing this problem by showing the audience “plain English” explanations of some of the technology, advanced modeling techniques, and methodologies that I-O/HR professionals might not be exposed to in master/Ph.D. programs or while working in HR. This will include AI/machine learning, natural language processing, relational databases, data lakes, and neural networks, and the software options available that handle big data applications such as Hadoop and other programming languages used by professionals in the field.
Date
October 2019
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Slide deck for the presentation
Do you speak Hadoop? An analytics tutorial of the latest tech in big data, and how you can utilize them in HR.
Organizations are increasingly using big data and analytics in decision-making, and HR is no exception to this trend. Applications of big data analytics are becoming common in HR with advanced tools being developed for this purpose. However, despite having a good grasp of the basic research methodologies, I-O and HR professionals generally lack the knowledge and skills to use big data analytics in their practice. In addition, the latest guidelines for education and training in industrial-organizational psychology do not even mention the terms “big data” and “analytics”, showing that this concern also extends to graduate education, and the literature is not very informative about how to actually do HR analytics. This presentation is aimed at addressing this problem by showing the audience “plain English” explanations of some of the technology, advanced modeling techniques, and methodologies that I-O/HR professionals might not be exposed to in master/Ph.D. programs or while working in HR. This will include AI/machine learning, natural language processing, relational databases, data lakes, and neural networks, and the software options available that handle big data applications such as Hadoop and other programming languages used by professionals in the field.
Department
University of Tennessee at Chattanooga. Dept. of Psychology