- Ask the right questions (what business challenges are you trying to solve?)
- Look at how they can augment their existing data – via internal and external sources
- Move to statistical vs rules based approaches to cut through big noise
- Accept approximate vs exact data
- Understand the difference between big and fast
- Manage data security and build trust – and consumers need to understand that our data is out there.
- Tesco – understanding what you’re doing on their website – and linking to other information eg on the weather - so they can push other products to you
- Dominoes selecting the email offers they send you
- Self service car analysis.
But I still think the HR version of this, the quantified organisation, using wearable technologies and other devices, will happen. And of course, it's already happening in places, eg I think this case study on Bank of America and Sociometric Solutions is quite compelling.
But as always with technology, it's organisational culture rather than the technology that's key. And it'll be interesting to see whether we end up with QS being used in a controlling sort of way, a bit like existing work in Amazon's warehouses, or in a more empowering style, using the information to help employees make better choices about their actions.
So once again, QS needs to be an HR strategy rather than an IT one.
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