In the era of Big Data, many will see the analysis and weighting of large amounts of information as a key in the competition for the best employees. It is also a lot of scepticism, but there is: What is your privacy policy? What type of Big Data usage is allowed and even desirable? And performs the data analysis really reliable for the desired goal?

Indeed, many companies take advantage of the opportunities created by Big Data has, as yet, little in staff development. The new study, “Preparing for Tomorrow’s Workforce Today” the auditing and consulting company PricewaterhouseCoopers (PwC) shows.

In the context of the survey, the British Professor of management practice at the London Business School, Lynda Gratton, worked, were 45 factors identified, the change in the world of work significantly influence can. 1246 executives and HR managers in 79 countries were asked to what extent this, in the company are implemented.

The Benefits are many convinced

Although more than 60 percent of the respondents are of the opinion that the systematic analysis of data to improve personnel decisions, but only 27 percent use them also in personnel management. Only 38 percent use “Data Analytics” to manage your needs to professionals.

, And only 31 percent of respondents use advanced Analytics for workforce planning or the so-called “Predictive Analytics”, i.e., models that evaluate current data, future scenarios predict. For the set-up process and the design of individual incentives, only 28 percent use the latter.

no one knows who does what and when

“the companies should be strengthened in the digital solutions invest, in order to optimize decision-making processes. Many companies have no precise information about who does what on what site, or perform any database on the skills of your employees, which should be encouraged. Data Analytics can make a big difference,“ says PwC’s .