In modern organizations, a huge amount of information is available in different IT systems such as CRM, systems made for project management, or ERP systems. Data received from these systems can be a big help in the analysis of training needs, the process of designing the training, assigning employees to groups, and evaluation.

Big data can be filtered and aggregated. Based on this data a variety of indicators, which ease the extrapolation of conclusions, are made.

The use of big amounts of data should be connected with a thoughtful way of its’ visualization. Thanks to that very reliable materials, which describe the actual situation, can be made.

Based on the data from information systems markers, that can signal different training needs in particular employees, can be built.

Big data related to learning, for example, data from an e-learning platform, can really help in the betterment of training. An example of this can be the observation of the watchability of certain knowledge resources with the goal of defining what the ones with good reception have in common.

The analysis of big data referring to employee behavior in the development process, e.g. data from e-learning systems, allows the people who manage this process to adjust it to a situation based on real data, and not just their view on the matter.

Referring to specific data from the organization which the learners come from can be more convincing than basing it on incidental data from other organizations. 

Markers created based on big data may be a good element of employee grading and show them what stage of development they and the teams they lead are.

A lot of statistical data is posted on the internet for free on the web pages of public institutions such as Eurostat or the World Bank.

The use of a single users' data within the system of big data collection can create solutions, which adapt to their behavior, way of learning, and needs.

The processing of data can be used in relation to folksonomic data taken from the learners.