Organizations have a wealth of data at their disposal: financial data, customer data, transaction data, process data, personnel data, etc. – some are structured, some are unstructured.
With regard to personal data, DIN ISO 30414 forms an important basis for gaining transparency about the workforce along uniform definitions and metrics, possibly in conjunction with benchmarks.
By means of several degrees of maturity, a so-called “analytics continuum” emerges: from observation (descriptive), via signaling (proactive, anticipatory), to action (prescriptive, cognitive)!
How can strategy execution succeed? (Part 2/2)
In the last few months I have taken Daniela Kudernatsch’s [...]
When does “strategic HR” arrive and close the evidence gap?
Digital technologies are developing exponentially and in the process are [...]
Business Models in the Insurance Industry and the Role of Data (Part 1)
Due to new challenges, business models have to be continuously [...]