See on Scoop.it – Corporate Challenge of Big Data
Big data is really just a term that describes how to gain predictive analytics from the wide range of information-gathering tools available today.
See on smartdatacollective.com
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See on Scoop.it – Corporate Challenge of Big Data
Traditional BI requires human input to decide what correlated factors to query. As predictive data analytics gets increasingly powerful, the algorithms do the deciding.
See on www.cio.com
See on Scoop.it – Corporate Challenge of Big Data
At the moment, the data scientist represents a stage in the evolution of Big Data analysis; a stopgap until the technology emerges that will do the job for him. The progress of what algorithms can do is far outpacing the mortal speed of data scientists, and businesses are taking note of how much time, energy, and lost profit can be saved by alleviating the pressure on the data middleman.
See on smartdatacollective.com
See on Scoop.it – Corporate Challenge of Big Data
Big data doesn’t sound like a provocative field. In a recent panel at the Global Big Data Conference, however, I said that the hype that has been building around the data scientist is over.
1. Companies need to provide solutions that a business user can understand.
2. Data in spreadsheets isn’t as powerful as a graph or a chart.
3. The data scientist concept will die.
See on www.gooddata.com
See on Scoop.it – Corporate Challenge of Big Data
The hype around the use of Big Data analytics would lead many to believe that we should be able to understand all things about anything, within any business, as deep or as shallow as we want to go.
See on www.healthdatamanagement.com
See on Scoop.it – Corporate Challenge of Big Data
The companies that engage individuals around how their data is used and collected will have an unfair advantage over those that don’t.
See on allthingsd.com
See on Scoop.it – Corporate Challenge of Big Data
While some companies are leaping into Big Data with a vengeance, others are shying away from Big Data altogether. The term “BIG DATA” alone scares off the weak-hearted HR executive who already has enough on their plate. I often hear the already up-to-their-ears-in-work HR director acknowledge the importance of data. However, the common complaint, and more importantly, the derailment of effectuating a Big Data plan, stems from the simple fact that those companies don’t have the resources and/or knowledge to develop and implement a wide-range Big Data plan on their own.
See on www.equest.com
