1. Develop effective human resource management planning. In the face of the rapidly changing environment and corporate strategy in the era of big data, corporate human resources departments should improve their insights and formulate human resources strategies and plans that are consistent with corporate strategy, so as to provide a good guarantee of internal human capital for the development of the enterprise.

2. Update job analysis. The big data era will change the employment needs of the enterprise, from once valued staff experience changed to value staff data processing ability. The era of big data requires rational analysis and judgment, rather than relying on the experience of the judgment, such a context, the requirements of the enterprise each employee needs to have a certain data processing capabilities, good use of the system and data, change the way of work, improve targeting and efficiency.

3. Improve enterprise recruitment. The most fundamental demand of the recruitment process is to solve the problem of matching between enterprise positions and candidates, and big data technology can precisely complete this matching process more efficiently and accurately. In the era of big data, there are more channels for people to obtain information, more channels for employers and employees to communicate with each other, and the information will be more transparent. For enterprises, the traditional recruitment of personal information is the candidate's own editing of the formation of the text, now big data technology can be realized from the social network to query and dig deeper into the candidate's information, so that enterprises have a clearer understanding of the candidate's situation, so that the candidate and the position of a better match.