Interesting article about how to use more analytics in areas that are traditionally data rich, but not a focus of most enterprise analytics solutions.
Right now in the BPO industry in the Philippines, two of the bullet points really got me thinking.
Using analytics in HR to predict if and when employees might leave is a pretty cool concept. Their is plenty of historical data to look at resignation and termination patterns and segment the data in various buckets to see if any meaningful patterns jump out.
This goes hand in hand with higher employee expectations for work life balance and having a strong sense of community within the work place.
Both are things that might require a lot of unstructured analytics as well… although it blurs employee privacy issues, Facebook and Twitter can be an excellent place to glean insights into employee mood and their intentions.
I am curious to see how deep analytics can go into looking at data and trying to predict employee loyalty and stickiness.
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