Human resource professionals leverage big data to improve decision making. Big d

Human resource professionals leverage big data to improve decision making. Big data is commonly referred to as the use and application of statistical models to support and validate workforce decisions. Below are a few examples of the value big data can provide in workforce decisions and human resource practices:
Decrease turnover: Algorithms can provide data regarding an applicant’s job history, past performance, and emotional intelligence, and can predict future success factors.
Improve total rewards: Health insurance data analysis can assist employers with identifying which benefits are highly sought after by their workforce. This data is beneficial when selecting benefits and providing perks that improve employee engagement and increase retention.
Decrease risks: As discussed in Module Three, human resource professionals play a valuable role in decreasing risks related to compliance, legal, and ethical issues. Big data can be incorporated into an organization’s risk management program to identify potential discrimination or unethical practices.
For your initial post, address the following:
Identify a current issue pertaining to HR’s use of data and post a link to at least one resource on the issue. Include the issue as the subject line for your post.
Discuss the ethical considerations with the issue you identified.
Discuss any potential impact or risk of the issue on HR functions.