PEOPLE.IDEAS.PERFORMANCE

14 There are questions that companies are looking for answers today. The answer, however, requires a new set of minds at both leadership and employee level. According to a study by Henley Business School and Oxford Strategic Consulting, the dynamics of the labor market shows that people want to work in flexible teams, to work on projects (Scott-Jackson and Mayo, 2016). They no longer want to be linked to their office every day from 9 to 17. More and more people are looking for jobs as a combination of full-time and part-time work, permanent and temporary work, freelancing and employment contracts.They want flexibility, freedom, creative spaces and more friendly working conditions.Increased interest in health, wellbeing, personal life and personal development will push companies to employees. In a market where employee generations are much more focused on balancing personal and professional lives, each company will struggle to find the most effective ways to involve employees, retention of the best, and attract new talents (Tudor Tanase, 2018). Companies are using more often digital tools that alloweds them to regularly evaluate their employees and understand them better. On the other hand, using these technology solutions, employees feel more comfortable sharing their personal observations and feedback to the employer. ,//8675$7,9( &$6( %LJ 'DWD LQ +5 %LJ 'DWD KDV EHFRPH D QHFHVVLW\ 1RZ LQ +5 According to a SAS study conducted in 2013 on a sample of about 1,300 organizations, over 6,400 companies with more than 100 employees are interested in implementing Big Data analyzes(Straz,2015). What are the problems that can be solved by Big Data analysis? From employee satisfaction, to retention rate, identifying top performers, demotivated employees and causes of demotivation or why employees choose to leave the company. The Exit interview can be one of the most effective tools that can be transformed into Big Data, the company understanding why an employee chose to leave the company and how to avoid similar situations. Through a questionnaire made available during the interview, the company can collect important data, especially as over 70% of respondents will offer honest answers. Thus, if the reasons are related to the relationship with the boss, training programs, work environment, organizational culture, or career growth plan made available, centralizing and analyzing these queries can help the company optimize processes and understand how it is related to various typologies of employees in the organization. Moreover, if outside the exit interview, the company would use constant feedback from employees, on the model of an employee questionnaire transformed into Big Data, certain problems that affect retention could be prevented. %LJ 'DWD RIIHUV JUHDW SURVSHFWV LI LW LV DOVR DSSOLHG WR MRE LQWHUYLHZV According to a study by Silicon Valley Bank, 90% of the interviewed companies said the biggest problem they are facing is how and where they find talents to hire them. The answer to this question is still in Big Data. In recent years, HR departments and human resource managers of top corporations, such as Xerox or Google, have used data analysis to halve employee costs, attract top talent, trust and retain as much time as possible long.