People analytics is the new buzzword in talent management. After years of talking about the opportunity to apply data to people decisions, companies are now marching forward and making the venture. According to a recent study, only 8% of firms feel that their organization is robust in applying people analytics. While HR leaders mostly agree that HR analytics is a key vital thing to address complex business and talent needs,
Everybody has been telling you that data is the future. These days your systems allow you to capture more data than ever before, in your warehouse, in your supply chain, about your customers. The opportunity to make better decisions is on the rise as the amount of data being stored surges. Between 2009 and 2020, the “digital universe” is expected to grow by a factor of 44 – increasing from c. 0.8 Zettabyte (ZB) to greater than 35 ZB.
Analytics have supremacy in various leading industries in detecting fraud, minimizing risks, reducing customer churn, increasing acquisition rates and in improving online conversions. That supremacy is operational. Operational analytics looks at how precise business operations work on a daily basis thereby to come up with a speedy solutions for change.