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.
2013 was a year in which big data became a 'hot topic' for discussion and debate, reaching far beyond the usual industry journals and making the mainstream news for a number of good and bad reasons. With that in mind there has been a great deal of speculation about what trends we should expect to see in big data in 2014.
The global banking and financial services industry is facing unprecedented, historic challenges. With customer and regulatory demands soaring while revenues plateau, financial services enterprises (FSEs) cannot simply tinker with existing processes for incremental boosts in revenue or small cost reductions.