Human resources practices in the era of the big data. Which challenges? Which opportunities?

Purpose - This paper aims to analyse which is the effective and potential role of big data in the field of Human Resource Management (HRM). This specific relationship is gathering a relevant interest among HR practitioners and professionals – as reports from some important consultancy firms confirm; at the same time, academic debate asks for more research to examine in depth, study and understand the phenomenon and its implications. In this perspective, our analysis focuses on the perception of the HR managers on the impact that big data actually have, may have, or would have on the whole management of HR and on the possible problems which the HR Departments may encounter when they face this challenge. Methodology - The study is based on the analysis of data gathered through semi-structured interviews, carried out in a multiple case study technique on a small convenience sample of HR managers in some Italian enterprises, developed with an exploratory approach, coherently to the characteristics of the topic and the choice we did to focus the attention on perceptions. We think that a specific attention towards perceptions shown by the managers involved is the first and more important element conditioning their attitude towards this phenomenon and the possibility that it can be considered a positive challenge. Value – This approach puts in evidence the subjective perspective of HR Managers and the HR Department on Big Data which are currently quite unexplored in academic literature. Practical implications – Our research underlines the importance for HR Departments in dealing with big data. Indeed, this Department is the one that is legitimated to be in charge of all HR-related functions and should assume a key role in contributing proactively to the ongoing and ‘compelling’ process of organizational change, which is necessary to face big data.