ABSTRACT
Human resource management (HRM) is one of the areas of management that Big Data (BD) can change the most. On the other hand, HR is also one of the most critical and sensitive areas, where individual people face new, unknown, and overwhelming solutions. A review of the literature shows that issues of the impact of BD on HRM, and vice versa, are still being recognized and explained by scientists. In this chapter, the authors, based on the literature review and the described practiced solutions, identified the challenges related to the implementation of BD into HRM. Through the use of the analysis cross-matching technique, by crossing HRM practices with BD attributes and further assessing the degree of mutual alignment, the authors indicate the main challenges for researchers and practitioners and future research directions. The synthesis of identified problems, threats, opportunities, and disputable issues suggests the need to introduce significant changes at the organizational and national institutions level, as well as the introduction of special employee development programs. The use of BD changes the organization–employee relation to such a degree that an organizational reality, and especially the fundamentals of HRM practices, should be redesigned.
