Abstract
With the progress of science and technology, the advent of VR panorama, the era of Big Data has arrived, which has set off a revolution in the development and future destiny of Internet companies. Human resource management (HRM) is an important department of Internet companies. This paper introduces the principle and value of Big Data and related theories of HRM. This paper discusses three aspects of HRM in our company using Big Data theory: employee turnover prediction, salary comparison, and talent evaluation method, and puts forward suggestions for optimization and improvement of the company’s HRM. The results show that, through the company’s project manager’s ability to quantify data and analyze a set of data quantitative research, comparative analysis of the ability of three candidates Q, W, and E showed that W is the most suitable for the company’s project manager staff.
Highlights
With the increasingly fierce competition among enterprises, it is more and more important to use the market to allocate resources. e competition of enterprises is the competition of talents. ere are two levels of talent competition
E main purpose of this article is to study the human resource management of Internet companies based on Big Data mobile information systems. is paper combines the idea of Big Data and data indicators in Human resource management (HRM) with the idea of Big Data and analyzes the application of Big Data in employee turnover prediction
In the era of Big Data becoming one of the new production factors, the coordination of Big Data and talents will bring new changes in thinking and even management. e concept of Big Data enables all modules of HRM to be included in the quantitative category, providing a better environment for the efficiency, accuracy, and specialization of HRM
Summary
With the increasingly fierce competition among enterprises, it is more and more important to use the market to allocate resources. e competition of enterprises is the competition of talents. ere are two levels of talent competition. As the traditional data analysis method can only obtain the surface information of these data but cannot obtain its internal attributes and implicit information, it is necessary to change the concept and analyze the original data with the idea of Big Data, so as to effectively use a large amount of data information. Zang and Ye discuss the application of Big Data in the main modules of HRM, including recruitment, talent training, and talent evaluation. Chowhan et al study the relationship between HRM practices and workplace-level innovation outcomes using the method of continuous feature analysis. E HRM practices discussed include the use of high-quality talents, skills improvement, motivation promotion, and opportunity promotion [6]. E main purpose of this article is to study the human resource management of Internet companies based on Big Data mobile information systems. E main purpose of this article is to study the human resource management of Internet companies based on Big Data mobile information systems. is paper combines the idea of Big Data and data indicators in HRM with the idea of Big Data and analyzes the application of Big Data in employee turnover prediction
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