Difference between revisions of "AY1516 T2 Team YSR"
| Line 23: | Line 23: | ||
==<div style="background: #27AEC4; line-height: 0.3em; border-left: #27AEC4 solid 13px;"><div style="border-left: #45E98F solid 5px; padding:15px;"><font face ="Century Gothic" color= "white" size="5">Project Motivation & Objective</font></div></div>== | ==<div style="background: #27AEC4; line-height: 0.3em; border-left: #27AEC4 solid 13px;"><div style="border-left: #45E98F solid 5px; padding:15px;"><font face ="Century Gothic" color= "white" size="5">Project Motivation & Objective</font></div></div>== | ||
| + | Ever since the dawn of the Age of Analytics companies have used data to drive decision-making for organizational functions such as operations, sales, marketing, and finance. Human resources, however, has traditionally been an analytical backwater (only 5% of HR decisions are based on analytics). This is being disrupted by a new wave of analytics – people analytics. | ||
| + | |||
| + | <strong>Motivation</strong> | ||
| + | |||
| + | People analytics is a rapidly growing area of business intelligence and big data technology that uses snippets of people-related data to optimize business outcomes and solve business problems. People analytics replaces intuition, old-boy networks and outmoded rules of thumb with computerized tests, database searches and quantifiable performance metrics. | ||
| + | |||
| + | “People analytics transforms our understanding of socialization in the workplace, the impact of office layout, and even concepts as “soft” as creativity. In the future, we will use this knowledge to create new ways of organizing people that radically improve the way we work. Office layouts that respond to social context and real-time feedback on communication patterns and interaction styles are new levers enabled by people analytics that no one could have imagined.” | ||
==<div style="background: #27AEC4; line-height: 0.3em; border-left: #27AEC4 solid 13px;"><div style="border-left: #45E98F solid 5px; padding:15px;"><font face ="Century Gothic" color= "white" size="5">Scope</font></div></div>== | ==<div style="background: #27AEC4; line-height: 0.3em; border-left: #27AEC4 solid 13px;"><div style="border-left: #45E98F solid 5px; padding:15px;"><font face ="Century Gothic" color= "white" size="5">Scope</font></div></div>== | ||
Revision as of 19:57, 10 January 2016
Contents
Project Motivation & Objective
Ever since the dawn of the Age of Analytics companies have used data to drive decision-making for organizational functions such as operations, sales, marketing, and finance. Human resources, however, has traditionally been an analytical backwater (only 5% of HR decisions are based on analytics). This is being disrupted by a new wave of analytics – people analytics.
Motivation
People analytics is a rapidly growing area of business intelligence and big data technology that uses snippets of people-related data to optimize business outcomes and solve business problems. People analytics replaces intuition, old-boy networks and outmoded rules of thumb with computerized tests, database searches and quantifiable performance metrics.
“People analytics transforms our understanding of socialization in the workplace, the impact of office layout, and even concepts as “soft” as creativity. In the future, we will use this knowledge to create new ways of organizing people that radically improve the way we work. Office layouts that respond to social context and real-time feedback on communication patterns and interaction styles are new levers enabled by people analytics that no one could have imagined.”
Scope
Data
Project Timeline
Project Task Breakdown
References
Comments
