Organisations shouldn't assume data is simply an advertising tool, nor should non-digital businesses dismiss data as the preserve of the new, digital kids. Marketing is not only a very small subset of data's potential; it is also a completely different approach to analytics to the vast majority of data projects.
At Accenture, we combine deep technical knowledge of data platforms, advanced data analysis capabilities and the expertise to interpret the analytics. I'm looking forward to continuing to use this winning combination to provide deeper insights to rugby fans in the final round of a tightly fought 6 Nations championship.
The amazing thing about Wimbledon is that for 50 weeks of the year it is a private tennis club which evolves for two weeks of the year into a world-class global sporting event delivering fans one of the best, immersive digital experiences here in the UK and beyond - all efficiently enabled by using cloud technology.
Having discussed harnessing social media, enabling internal knowledge creation and leveraging social capital in previous articles, it seems a logical topic to cover next is to address one the key players in this debate and how they interplay with advances in data analytics and technology: Human Resources.
Analytics as a discipline, using information gathered and stored in a digital format, has increased in scope enormously over recent years and will continue to play an ever greater role in all aspects of business life in the years to come. In this series of articles we will look at the impact of big data and analytics on business, competitiveness and career development.