Almost a year ago I blogged about the key trends I’d be watching during 2014. As the year comes to a close, I thought it would be useful to revisit the trends I’ve been watching and see some of the things that have been going on.
There were six key trends that I felt were worthy of attention. These were:
The return of the old
Successful change, and
Let’s see what 2014 brought us . . .
During 2013 and 2014,
There’s no doubt that Big Data is one of the hot topics right now but there are some real dangers lurking that we should all be aware of – and that’s the focus of this week’s post.
In recent posts , , ,  and  I’ve talked about some of the issues with Big Data which apply to our industry – about how we need to make sure we really understand data, how we can make simple mistakes with data and how – in the case of talent management – we may need to totally alter our
Big Data is a very hot topic right now and I’ve written about this previously , ,  and . In this short post I’d like to talk a little about the real issue of ‘data blindness’ and the consequences it has for all of us.
‘Data blindness’ isn’t the proper word for what I’m about to describe – but it does a good job, in that some of us will see data in a different way to others.
Let me explain. As any parent knows, you never have an ugly baby because in your eyes
In recent posts ,  and  I’ve talked about the use of Big Data within Learning and Development, talent and HR. I’ve talked about how we need to understand data before we throw ourselves at Big Data and I’ve also looked at how easy it is for even the most seasoned professionals to get their data wrong.
In this post I want to go much further. I want to explore the notion that we cannot continue to measure ‘old’ data and merely apply ‘Big Data’ approaches and hope for some
Do we really understand the basics about data – or are we comfortable to unknowingly distort data? In a previous post I wrote about how the People Professionals - Learning & Development, Talent and HR – need to understand data before they try and make big decisions based on Big Data.
In this brief post I want to show just how easy it is – even for professionals – to get their data muddled – to distort data.
On Monday 21st October 2013 – and after much debate – it
Big Data is one of the current business buzzwords. However, as I wrote in an earlier post we must take care that we don’t just sleepwalk into the dangerous simplicity of Big Data without first understanding some of the basic underlying concepts of data itself. In this post I’d like to expand on this issue considerably – specifically for those of us working in the People Profession, such as Learning and Development, Talent and HR.
Let’s start with a story. For
Big data is the current hot topic, but is it a case of "Here we go again?" The next learning and development bandwagon is up and rolling and this time the wheels have been attached to big data. We’re being told that we’ve got to concentrate on big data; we’ve got to learn about it and we’ve got to embrace it (so some would say), but what’s the point of trying to grapple with big data when most of the people profession can’t really get their heads around small data!
In this post