BI Insights

Why HR Should Be Using Big Data In Legal Disputes

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.”

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