Carr’s article and Big Data

Carr’s article and Big Data

With the strength and growth of Information Technology (IT), firms have seen it has an increasingly critical resource for their growth, a reality that is vividly shown by their implementation expenditures. Its value goes far deeper than cents; that is why the changing attitudes of senior managerial are also apparent. Therefore, there is a definite belief behind the shift perception, that is, with the increase in IT development, so does the strategic assessment increases.

Personal Technology

Personal technology can aid a company in achieving a real competitive value by leveraging the capabilities of rising infrastructural technologies. Such technological development can have enabled companies to realize unique commercial or marketing advantages to be ahead of the competition in a particular operational phase. Another benefit an organization can gain through personal technology include brand and scale economy recognition. Through their own experience, consumers can clearly understand and evaluate a company properly. Thus, enhancing the company’s awareness of the market (Nicholas, 2003).

Mobility and Emphasis on Big Data

The ability to move from old technology to new one for a company is evident that it will safeguard the success of the firm. It is because 90% of the business process requires the implementation of technology, and to stay ahead of the competition, a firm should navigate to new technology. The economic influence of IT expenditures drives from the piling impacts of sustainable business strategies in the short term. As part of innovation, big data can also be introduced in an organization’s IT department to help in developing new and better schemes, which will help the firm secure a competitive advantage. Thus, it is true that businesses ‘ services not utilizing these strategies will lose their share in the IT market and may result in the organization becoming redundant.

Big data means better information and, therefore, better knowledge. Thus, Big Data for Human Resource supports Carr’s argument on personal technology since the introduction of big data will help the HR assess decisions and come up with better solutions for the technological advancement of the employees. It will also help develop better strategies for recruitment by properly evaluating an individual before making a decision. It is because it is of paramount importance to look for specialized skilled personnel to deliver quality and efficient output in the company. Also, to enhance team relations, HR must be a conversation with significant data manipulation to be able to improve personal technology in the company for better teamwork (Nicholas, 2003).

Under mobility, for a company to navigate from old technology to new and better systems, the introduction of big data will act as a critical factor for these to be effective. Big Data will allow HR to evaluate the new technology before it is ingested into the company. The HR will review then propose modifications to be done to the firm’s department to accommodate these changes. They will include modifying database systems, organizing data in a predefined manner, and identifying the data needed for decision making. Taking these processes into consideration will ensure a smooth transformation of the organization to the new technology.

Ultimately, the metrics emerging from the big data refute Carr’s argument because they tend to be hardly implemented by the HR department. Since they are diligent in grasping, especially with the introduction of big data, they remain hard to design systems to be used by the company. Therefore, the emerging trend takes a lot of time for HR to understand the implementation, thus are less likely to safeguard the competitive advantage. This issue is significant because it creates a room for development under research by the HR or other departments in the firm.

Analyze Big Data through Carr’s Three Prisms

IT administration provides businesses with a range of challenges, but the largest of all is overspending. It can be a luxury, and its value may decline to ensure that all new capacities are quickly spread. Sufficient cost should be placed in Big Data implementation rather than company spending. It is because it will allow for the development of better systems for the company. Secondly, a company may not need big data. It is because it is proven that even after investment in big data, companies are not subjected to success. However, the following don’t lead the system to have dramatically provided the desired result for a company. Thirdly, big data acts as a goldmine for HR to evaluate to understand the market. More data will enable HR to clearly define the variables in the market, correctly assess them to secure a competitive advantage (big-data-info.pdf, 2020).

How to Implement a Big Data Project.

To implement a big data project first is to understand what the company requires from the big data. This idea will help the company know the relevant outcome before adopting new technology. The second thing is to always ask for the correct questions to be adamant about the type of data the organization should gather and evaluate. Thirdly is to encourage business-technology partnerships to boost significant effort in business performance. The fourth part is to analyze the correct data. This means that only the data which can help develop better decision for the company should only be valued. Lastly is the company to start small as it slowly expands. It is essential to understand that new technology does not always bring immediate change to the company; hence, with this mindset, big data can set the project to thrive.

In conclusion, the concept of big data should be carefully embraced by companies since it has the potential of making or damaging the corporate culture in the firms.

Reference

Big-data-info.pdf. (2020).

Nicholas G. Carr. (2003). It Doesn’t Matter. Harvard Business Review.