13 December, 2016
Why HR Should Be Using Big Data In Legal Disputes
Big data has long been heralded as a game changer for HR but analytics can be used for far more than talent management – according to two industry experts, it can also play a critical role in mitigating legal risk.
“As companies continue to face employee lawsuits in a range of areas, we have seen big data play a critical new role in the employment litigation process,” says Zev J. Eigen, global director of data analytics at employment law firm Littler Mendelson.
Managing partner Sari Springer agrees – she says big data can not only cut costs for companies embroiled in a legal battle but it can also predict future impact on the organization.
“Predictive modeling allows assessment of the length, costs and outcome of lawsuits filed against a company, as well as what to expect in the deposition and discovery process,” she tells HRM.
“By anticipating hard costs (such as legal fees and the settlement/award amount) and soft costs (such as the impact on personnel and brand reputation), employers are in a better position at inception to decide how best to proceed with a particular case.”