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Aim . To examine the application of big data in the field of human resource management and in organizational network analysis as a methodology to study the patterns of employee interaction within a formal organizational structure to improve the effectiveness of the human resource management system. Objectives . Theoretical analysis of existing methodologies for evaluating data on human resources of an organization to provide new opportunities for enterprise transformation; identification of hidden information on human resources and its use for internal staff development, retention and training; study of the possibilities of using organizational network analysis (ONA) to improve the effectiveness of human resource management. Methods. The authors used system and logical approaches, general scientific methods (analysis, synthesis), methods of comparative and economic analysis, analytical processing of information, graphical presentation of information. Results . The sources of big data are analyzed, the main indicators characterizing the state of personnel and allowing to forecast its development, dynamics of preservation of human resources in the organization, its training are allocated. The directions of using organizational network analysis in the personnel management system are proposed. Conclusions. The identified potential advantages of using organizational network analysis in the analytics of data on human resources in the organization will contribute to the reduction of staff turnover, optimization of staff structure, improvement of experience and knowledge sharing within the organization. This, according to the author’s position, will lead the enterprise to a positive economic effect and open new opportunities for its transformation
Averin et al. (Thu,) studied this question.