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.
People are more empowered and connected than ever. The customer behavior tends to change with the rapid change in technology. To keep up the pace, market analysts today have to tackle three key challenges to retain customers: Manage customer relationships across variety of channels, respond and react to dynamic customer interactions, extract value from big data to make better decisions faster.