Introduction: data to reflect the trend of social development, is also very important for the development of enterprises, then human resources management should be how to implement management with the help of data? Learn about it together!

The arrival of the era of big data, not only let us actually feel the huge data information, but also inspire us to explore the relevance of which, data is always throughout our lives. In this era of big data, how to better utilize the massive data generated in the information age for management services, how to use data to create convenience and wealth has been an inescapable reality. Under this drive, it brings higher management requirements for the development of human resource management work.

For human resource managers, data is not strange, data analysis is reflected in all aspects of human resource management. Recruitment of candidate information collection, analysis of the basic structure of the staff, staff assessment, labor costs and efficiency analysis, as well as the analysis of employee performance management, etc., are dealing with a variety of data. It can be said that the daily work of human resources has been fully data-enabled. However, when the daily data evolves into big data, how to integrate HR data and information in an all-round way to become data storage, processing and analysis? How to find out the real causes of problems and trends behind the data through in-depth digging and analysis of data, and predict the direction of HR management and potential risks in advance? How to use "big data" thinking method, combined with the current situation of the company team characteristics, through the key data 'analysis to drive the company and business departments to improve human resources management, to help improve the performance of individual employees?

First of all, our way of thinking, human resources department personnel to establish "big data" management thinking. To consciously establish, accumulate data on human resources management activities, to develop a sense of data to speak; to learn and use data analysis, data trends to think and analyze the business; to consciously enhance the ability to analyze the extraction of information to improve the logical ability to analyze data. Through the use of big data thinking, the integration of structured and unstructured data of all kinds, so that human resources arrangements are more rationalized, human resources management concepts and techniques are more scientific.

Secondly, our perspective, pay attention to and make use of the existing HR system management platform and related analytical tools. HRMS on-line, for our organization management, job management, recruitment management, employee relations management, salary management and other HR management provides a convenient, stable and efficient management platform and data support, which greatly enhances the efficiency of the HR department operation and management. the implementation of HRBI HRBI is a multi-dimensional integration of HR data information, and through the analysis of labor situation analysis, labor cost analysis, and HR efficiency indicators provided by the dashboard in HRBI, it systematically provides us with multi-dimensional data analysis of the overall labor situation, labor cost budget execution, employee income, labor cost efficiency, etc. Through these analyses, it provides the company with staffing and utilization, compensation and performance incentives, Talent Cultivation and Development and other human resource management policy optimization and management decision-making provided data support. On the basis of true and reliable data, timely and accurate, comprehensive and continuous, the existing system has become a very good "big data" analysis tool for human resources.

Ultimately, our behavior, the establishment of key data analysis management model to help business departments to improve HR management skills. Combined with the management theme "Management Improvement Year" put forward by Yunnan Regional Company in 2015, our HR Department has identified four aspects of analysis focus from the business needs and team management status quo. The first is to analyze the basic information of human resource management, job quality standards, and build a talent standard model to provide basic information for talent allocation. The second is the analysis of the employee departure rate, which is refined and analyzed to each person who left the company. By analyzing and summarizing the group of employees who left the company and the factors affecting their departure, we can prevent problems before they occur, and prompt and help each business department to improve personnel management. Third, performance management analysis, from the company as a whole, department to individual performance indicators multi-dimensional analysis. Analyze the correlation factors between performance indicators and business objectives, performance results and compensation incentives, performance process and employee behavioral performance, and find the key drivers of employee and team performance. Strengthen performance communication training for business department heads to improve performance management skills; require business departments to conduct employee performance counseling and performance interviews to help employees improve effectively. Fourth, human performance indicator analysis. Through the analysis method of human efficiency indicators closely integrated with the business, objectively assess the input and output of human capital, so that human capital management really reflects the value added for the enterprise.

"There is a golden house in the number", let's start from establishing the "big data" management concept, enhance the level of human resource management, access to big data in the "treasure" it! The first time I've seen this, I've seen a lot of it!