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Data Mining and Uses

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4. How might you use data mining if you were the human resources officer or a supervising manager? (Hint: Brainstorm about the records kept about them as employees)

“Errors using inadequate data are much less than those using no data at all.” ~ Charles Babbage Data mining shifts through information that is invaluable to an organization. It has multiple benefits being utilized in a variety of industries. Data mining relies upon data warehouses to gather information regarding cost reduction, procedural effectiveness, increasing sales and hiring practices in human resources. The value can only be really encapsulated and utilized if a skilled person provides the correct information (Dereak 2011). Finally, a person should not rely upon data mining to provide flawless results, but data mining does provide patterns and relationships for businesses, managers and researchers (Cooper &Schindler, 2014).

Data mining is being utilized by human resources departments and managers to make decisions regarding i.e., employee performance, retention, and employee value. The data analytics provide information regarding an employee’s return on investment and provide a range of details about an employee’s behavior, expertise, work schedule (Baker, 2009). Information obtained can provide beneficial employee personnel information. For example, Microsoft uses data mining by making correlations between what school someone went to and companies a person worked for to predict an employee’s future success. A software company called SAS finds information regarding retention, skill sets and information about employee friendships. The information helps companies conduct research about i.e., employee retention and training
(Baker, 2009).

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