Abstract
AbstractThis Practice and Policy paper presents reflections on the opportunities and challenges of using a novel big data set, Microsoft 365 digital activity records, in a mixed method study of flexible working. Our experience identified methodological and ethical considerations for practitioners and researchers in public sector workforce analytics. The benefits include data captured in situ and over time for all employees. The limitations reflect the inadequacy of big data for representing the complexity of organisational behaviour and the need to accompany data collection with systems ensuring employee privacy and consent for the use of data not originally recorded for research or evaluation purposes. It contributes to knowledge through providing insights into what public sector big data sets contain and how such data can be accessed, interpreted, and used in workforce decision‐making.Points for practitioners Digital activity records are a useful form of big data for public sector workforce analytics. Digital activity records can support the identification of potential risks within the workforce such as social isolation and excessive work hours. Big data must be contextualised with qualitative or other additional data to interpret data patterns and generate meaningful implementation insights. Privacy and consent processes may require revision to fully utilise workforce big data.
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