October 2012
Beginner to intermediate
398 pages
10h 22m
English
book
Win with Advanced Business Analytics: Creating Business Value from Your Data
by Jean Paul Isson, Jesse Harriott
Content preview from Win with Advanced Business Analytics: Creating Business Value from Your Data
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O’Reilly covers everything we've got, with content to help us build a world-class technology community, upgrade the capabilities and competencies of our teams, and improve overall team performance as well as their engagement.I wanted to learn C and C++, but it didn't click for me until I picked up an O'Reilly book. When I went on the O’Reilly platform, I was astonished to find all the books there, plus live events and sandboxes so you could play around with the technology.I’ve been on the O’Reilly platform for more than eight years. I use a couple of learning platforms, but I'm on O'Reilly more than anybody else. When you're there, you start learning. I'm never disappointed.I'm always learning. So when I got on to O'Reilly, I was like a kid in a candy store. There are playlists. There are answers. There's on-demand training. It's worth its weight in gold, in terms of what it allows me to do.
VALUE HIERARCHY
Each type of report has a certain value, depending on what we want to know. Yet all things being equal, there is a value hierarchy within reporting and analysis. Exhibit 11.3 is an illustration of that hierarchy.
Exhibit 11.3 Report Value Hierarchy
Only since about 2010 has predictive analytics appeared on most HR agendas. Nevertheless, it is becoming more popular, even though fewer than 25% of HR departments have more than a passing experience with it. Analytics is not magic. It is applied in the same manner as other problem-solving, decision-making tasks.
A good way to start is to develop a prediction scenario. This can include projected values based on given assumptions. Depending on how complex and how important the HR issue is, you may have to make a proposal to obtain funding. In such cases, you should use leading indicators to show expected future outcomes. Common leading HR-related outcome areas include
- Leadership
- Engagement
- Readiness
- Attrition
- Learning and development
- Culture (great place to work)
Leadership improvement always attracts favorable attention. You can tie it to engagement because without respected leadership you cannot generate engagement. Then, increasing engagement should have an effect on QIPS (quality, innovation, productivity, service). Readiness ensures that there will be little or no break in performance if a mission-critical person ...
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O’Reilly covers everything we've got, with content to help us build a world-class technology community, upgrade the capabilities and competencies of our teams, and improve overall team performance as well as their engagement.Julian F.
I wanted to learn C and C++, but it didn't click for me until I picked up an O'Reilly book. When I went on the O’Reilly platform, I was astonished to find all the books there, plus live events and sandboxes so you could play around with the technology.Addison B.
I’ve been on the O’Reilly platform for more than eight years. I use a couple of learning platforms, but I'm on O'Reilly more than anybody else. When you're there, you start learning. I'm never disappointed.Amir M.
I'm always learning. So when I got on to O'Reilly, I was like a kid in a candy store. There are playlists. There are answers. There's on-demand training. It's worth its weight in gold, in terms of what it allows me to do.