The effects of so-called big data, which involves a torrent of detailed information about employees and customers, have begun to ripple through hospitality human resources—allowing managers the potential to connect HR policies with corporate financial results. As discussed in this inaugural roundtable on “Hospitality HR and Big Data,” hospitality firms are gradually addressing both the possibilities and the challenges of this mountain of data. In addition to dealing with the volume of data, hospitality firms must cope with the velocity, variety, and veracity of the data, while they also ensure ethical application of the information they gather. Given the size of HR databases, it’s possible to draw statistically valid conclusions from analytical procedures, but care must be taken to ensure that those results make business sense before taking actions based on such analyses.
Tracey, J. B. (2015). Hospitality HR and Big Data: Highlights from the 2015 Roundtable, [Electronic article]. Cornell Hospitality Labor and Employment Law Report, 15(12), 3-9.