NPM: 6020210102
Kelas C
As explained earlier, big data in the workplace can be distinguished into four characteristics,
namely volume, variety, velocity, and veracity (Zikopoulos et al., 2013).
1. Volume
Volume refers to the size of the data. There are more data sources available for organizations
today than ever before. This is because parts of the world become much more instrumented and
interconnected, resulting in considerable data. This data poses real management and cost
challenges relevant to workforce analytics functions. Consider employee network analysis,
employee sentiment analysis, and trending topic analysis as links to employee engagement,
employee impact, and employee retention. This type of analysis operates using a lot of social
media data.
2. Variety
Variety refers to the many types of data available. It includes structured, semi-structured,
and unstructured data. Employee demographic data is an example of structured data, where data
is typically stored and managed using relational data retention methods. Employee social
interaction data is an example of unstructured data that is typically expressed as text data. XML
and email are examples of semi-structured data. Historically, quantitative and qualitative
techniques have been applied to different types of questions by different people with different
trainings. The difference with big data is that researchers now have to consider the overall
picture created of the analytics process applied to various data.
3. Velocity
Velocity refers to the level of data availability. For example, data can be provided at specific
points and at recorded times such as the results of annual employee engagement surveys, timely
ad hoc points such as candidate applications, or in real-time streaming such as employee social
interactions through social platforms. While as the field of I-O research has always appreciated
the depth of insight that longitudinal studies can create, data speed is a relatively new challenge
for the field. This discussion is no longer just about insights gained from a data set.
4. Veracity
Veracity refers to the quality or level of trust of the data. Veracity has always been a
concern for I-O psychologists. For a long time efforts have been made devoted to careful
psychometric measurement and standardization of measuring instruments. We know that
entering data into any type of analysis will produce good results. However, in the realm of big
data, data is often automatically generated by software applications, downloaded in various
forms, and compiled across multiple systems.
Conte. M., Jeffrey & Landy. J., Frank. (2019). Work in the 21st Century: An Introduction to
Industrial and Organizational Psychology, 6th Edition. Wiley. E-book.