Big Data & Analytics: Tackling Business Challenges in Banking Industry

2017 ◽  
Vol 08 (02) ◽  
Author(s):  
Somal HK
GIS Business ◽  
2020 ◽  
Vol 14 (6) ◽  
pp. 1129-1139
Author(s):  
C. RADHA PRIYA ◽  
KANNIGA PRASHANTH

Banking industry is the backbone of any economy. It plays a very significant role in leading the country towards the growth path by improving the gross capital formation, which consecutively improves the GDP. Success of the banking industry depends on its ability to serve its customers efficiently and expeditiously. The functionality of the CRM (Customer Relationship Management) can be effectuated by felicitous use of customer data. Banks have voluminous data about their customers, which most of the banks failed to utilize in a well-timed manner. Banks can fortuitously satisfy their customers by offering much personalized and focused services by pursuing big data analytics and other hi-tech tools or applications. Big data analytics can be actuated in key areas like customer segmentation, offering customer lifetime value, fraud detection, risk modeling, etc. Preeminent banks in the industry are utilizing big data to leverage the accumulated customer data for improvising their services. Big data offers a promising scope of ventures to banks which consider it strategically. This article is attempts to present an overview of the big data application in the banking industry.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arnold Saputra ◽  
Gunawan Wang ◽  
Justin Zuopeng Zhang ◽  
Abhishek Behl

PurposeThe era of work 4.0 demands organizations to expedite their digital transformation to sustain their competitive advantage in the market. This paper aims to help the human resource (HR) department digitize and automate their analytical processes based on a big-data-analytics framework.Design/methodology/approachThe methodology applied in this paper is based on a case study and experimental analysis. The research was conducted in a specific industry and focused on solving talent analysis problems.FindingsThis research conducts digital talent analysis using data mining tools with big data. The talent analysis based on the proposed framework for developing and transforming the HR department is readily implementable. The results obtained from this talent analysis using the big-data-analytics framework offer many opportunities in growing and advancing a company's talents that are not yet realized.Practical implicationsBig data allows HR to perform analysis and predictions, making more intelligent and accurate decisions. The application of big data analytics in an HR department has a significant impact on talent management.Originality/valueThis research contributes to the literature by proposing a formal big-data-analytics framework for HR and demonstrating its applicability with real-world case analysis. The findings help organizations develop a talent analytics function to solve future leaders' business challenges.


2019 ◽  
Vol 54 (5) ◽  
pp. 20
Author(s):  
Dheeraj Kumar Pradhan

2020 ◽  
Vol 49 (5) ◽  
pp. 11-17
Author(s):  
Thomas Wrona ◽  
Pauline Reinecke

Big Data & Analytics (BDA) ist zu einer kaum hinterfragten Institution für Effizienz und Wettbewerbsvorteil von Unternehmen geworden. Zu viele prominente Beispiele, wie der Erfolg von Google oder Amazon, scheinen die Bedeutung zu bestätigen, die Daten und Algorithmen zur Erlangung von langfristigen Wettbewerbsvorteilen zukommt. Sowohl die Praxis als auch die Wissenschaft scheinen geradezu euphorisch auf den „Datenzug“ aufzuspringen. Wenn Risiken thematisiert werden, dann handelt es sich meist um ethische Fragen. Dabei wird häufig übersehen, dass die diskutierten Vorteile sich primär aus einer operativen Effizienzperspektive ergeben. Strategische Wirkungen werden allenfalls in Bezug auf Geschäftsmodellinnovationen diskutiert, deren tatsächlicher Innovationsgrad noch zu beurteilen ist. Im Folgenden soll gezeigt werden, dass durch BDA zwar Wettbewerbsvorteile erzeugt werden können, dass aber hiermit auch große strategische Risiken verbunden sind, die derzeit kaum beachtet werden.


2019 ◽  
Vol 7 (2) ◽  
pp. 273-277
Author(s):  
Ajay Kumar Bharti ◽  
Neha Verma ◽  
Deepak Kumar Verma

2017 ◽  
Vol 49 (004) ◽  
pp. 825--830
Author(s):  
A. AHMED ◽  
R.U. AMIN ◽  
M. R. ANJUM ◽  
I. ULLAH ◽  
I. S. BAJWA

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