There are many aspects in the process of enterprise human resource management that actually need data analysis, mainly including the following aspects:

1. Labor cost data, including labor distribution rate, labor reward rate, per capita labor cost and the proportion of labor cost to total cost;

2. Efficiency data: 100 yuan labor cost added value and 100 yuan labor cost sales revenue;

3. Salary structure data: dynamic-floating ratio, per capita income comparison between high school and grassroots, grade difference and grade difference;

4. Recruitment configuration data: recruitment cycle, on-the-job rate within the recruitment cycle, recruitment cost control, the proportion of functional logistics personnel to the total number, and the proportion of management personnel to the total number;

5. Training development data: per capita training hours (expenses), per capita training hours (expenses) of managers, and allocation ratio of reserve echelon;

6. Labor relations data: the number of labor disputes, the coverage rate of social security accumulation fund, the signing rate of labor contracts, and the proportion of labor dispute-related expenses to total labor costs.

In the Internet era, human resource management is becoming more and more systematic and efficient. With the help of internet technology, all kinds of human resources big data have settled down. By analyzing big data, it provides a valuable basis for the future human resources planning of enterprises, and also enables enterprises to make better use of human capital to create value for enterprises, thus leading the market.