In recent years, the big data industry has become a focus area at home and abroad, especially the domestic big data industry has become a national strategy, supporting and planning the future information development of China together with the "internet plus". Although big data technology originated from information technology, its great value in various fields has far exceeded expectations. Information-based data resources have existed in many links of the global economy for a long time, just like the production factors such as assets and human resources of enterprises, they have become essential basic elements.

Practitioners in the human resources industry have observed that some emerging technology companies collect data on a large scale through network data collection, predict users' behaviors, and then apply them in different industries according to their needs. On the other hand, human resources practitioners have also seen that companies in traditional industries have persisted in accumulating human resources data that were regarded as "waste" at that time for decades. Looking back at these digital assets now, they have become the best information resources and wealth for the development of industries and enterprises.

With these valuable "data assets", enterprise human resources managers are also thinking about how to maximize the application of these values. Looking back on the rise and fall of the human resources industry, we will find that the fundamental factor that determines the rise and fall of the industry is no longer the competition in one city and one place, nor is it just the traditional basic production factors such as manpower and capital. It is necessary to re-examine the value of human resources "data assets" and optimize their allocation.

At the same time, another important support that determines the development of big data in the human resources industry is the popularization and development of mobile intelligent terminals. Intelligent terminals are not limited to personal applications. Many industries began to lay out terminal products on a large scale, and now there are a large number of mobile APP software with human resources.

Through the key analysis of the above big data in the field of human resources, pineapple HR has summarized several methods that can be widely used to make use of "big data":

First, start the human resources big data experiment, discover human resources needs, show variability and improve efficiency. Data-driven organizations make decisions on the basis of existing experience, and the benefits of this method in human resource management have been proved.

Second, subdivide the target population of human resources and take flexible and personalized actions. With the development of technology, human resources can be subdivided in real time to meet the needs of enterprises for personalized allocation of human resources through more accurate services.

Thirdly, using cloud computing and automated algorithms to replace or assist human decision-making and in-depth analysis based on human resources big data can greatly reduce decision-making risks and improve decision-making level.

To sum up, the era of big data in the human resources management industry is coming, which requires our human resources practitioners to actively meet the industrial upgrading and transformation.