Business Intelligence and Big Data in Health Care

In the health care, there are new opportunities to predict and react more promptly to critical clinical events, allowing better care for patients and more effective cost management. Researchers at the University of Buffalo, New York, are using Big Data analytics to improve the quality of life of multiple sclerosis patients, while the University of Ontario Institute of Technology (UOIT) is using IBM Big Data technology to capture and analyze real-time data from medical monitors, alerting hospital staff of potential health problems before patients manifest clinical signs of infection or other issues (IBM, 2013)-

By revealing the genetic origin of illnesses, such as mutations related to cancer, the Human Genome Project, which was completed in 2003, is one project that realizes the promise of Big Data. Consequently, researchers are now embarking on two major efforts, the Human Brain Project and the US BRAIN Initiative, in a quest to construct a supercomputer simulation of the brain’s inner workings, in addition to mapping the activity of about 100 billion neurons in the hope of unlocking answers to Alzheimer’s and Parkinson’s diseases (Michael 8c Miller, 2013)-

Business Intelligence and Big Data in Human Resources Management

The benefits of BI&BD solutions can also be seen in human resources management (Nocker, & Sena, 2019). They enable creating a holistic picture of the employment of staff in a given organization and facilitate the design of employee retention schemes, improving their efficiency and reducing costs.

Big Data tools are suitable for effective monitoring and analyzing of the labor market as well as identifying demand for new competences and skills among employees. Employers, employees, institutions dealing with broadly understood education (high schools, universities, etc.), labor market institutions, and investors are increasingly interested in such research. This issue is becoming increasingly relevant as the number of job seekers online increases.

The most common BI&BD applications in human resources management include the following:

■ Human resources analyses and reports: An integrated overview of data on staff employment becomes possible, especially various analyses regarding their migration and achievements and job separation. Such data may be combined with other information flowing from the labor market, e.g., employment criteria set in a given industry, market demand for specific professional groups.

■ Allocation of workforce: Multidimensional analyses are used to determine the employment level of staff (e.g., in sales departments) in specific regions where demand for specific products and services is expected to increase.

■ Human resources management portal: It is understood as an integrated database of employees, in which information about their competences, salaries, achievements, professional promotions, etc. is stored.

■ Training and career path planning: Precise data on the skills obtained by individual employees can be stored in data warehouses. This is helpful when designing programs to improve their qualifications and planning their career paths (SAS Institute, 2013).

At the end of this chapter, it should be stressed that the use of BI&BD tools requires the organization to operate a specific set of competences combining technical skills with knowledge of information architecture and broad analytical skills. In connection with the aforementioned, there is a need to develop new professions based on classical bibliological and computer science knowledge, extended by highly specialized IT and analytical competences. An example would be professions, such as Big Data analyst, Big Data scientist, or Big Data architect.


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