The document discusses the impact and importance of open data in driving business growth, enhancing decision-making, and fostering innovation across various sectors. It highlights government initiatives for opening federal data and emphasizes the value open data brings to entrepreneurs, businesses, and consumers. Additionally, it addresses the role of big data in HR and workforce analytics, noting potential future applications and challenges.

1. Leading with Data:
Boost Your ROI with Open and Big
Data
Join the conversation with @MHBusiness @sonnytambe @JoelGurin
Use #worksmarter

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3. Find me at OpenDataNow.com and @joelgurin
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4. Setting the Stage
My Journey Through the Datasphere
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5. Setting the Stage
The GovLab’s Central Hypothesis
When governments and institutions open
themselves to diverse participation and
collaborative problem-solving, and partner
with citizens to make decisions, they are more
effective and legitimate.

6. Setting the Stage
Open Data: Accessible, public data that
people, companies, and organizations
can use to launch new ventures, analyze
patterns and trends, make data-driven
decisions, and solve complex problems.
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7. Setting the Stage
Open Data Changes the World For:
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Entrepreneurs
Established businesses
Governments
Investors
Scientists
Journalists
Consumers
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8. Setting the Stage
What Open Data Isn’t
• Big Data ≠ Open Data ≠ Open
Government
• Big Data: Really, really big datasets
• Open Government: Transparency,
participation, collaboration – with or
without data
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9. Setting the Stage
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10. Liberating Federal Data

11. Federal Data
Open Data Becomes a Priority
[Open Data is] going to help launch more
businesses. . . . It’s going to help more
entrepreneurs come up with products and
services that we haven’t even imagined yet.
President Barack Obama
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12. Federal Data
Federal Data Today
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13. Federal Data
The New Open Data Policy
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“Presumption of openness”
Machine-readable
Reusable
Timely
Developed with consultation
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14. Federal Data
They Agree On – The DATA Act
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15. Data-Driven States and Cities

16. State and City Data
Help for K-12 Households
Bill Jackson, CEO
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17. State and City Data
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18. Data-Driven Cities
How Wired Cities Use New Data
•Optimize operations
•Monitor infrastructure conditions
•Plan infrastructure
•Public health
•Emergency management
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19. State and City Data
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Metro Chicago Data
New York: The Mayor’s Geek Squad
Code for Philly
Palo Alto’s open finances
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20. State and City Data
City Data: Next Bus for Commuters

21. State and City Data
Sim City Meets Participatory Budgeting

22. State and City Data
DC’s Experiment: A City Report Card
Washington Mayor Vincent Gray
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23. State and City Data
• Sharing personal data for public good
• Pulse Point: “Enabling Citizen Superheroes”
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24. Open Data Shapes Reputation and Brands

25. Reputation and Brands
Social Media: 2 Billion Tweets a Week
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26. Reputation and Brands
The Reputation Police
Michael Fertik, CEO
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27. Reputation and Brands
Sentiment Analysis: Emotion Meets Computation
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28. Reputation and Brands
Open Data from Consumer Complaints
Courtney Powell and A.J. Fouty, cofounders
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29. Reputation and Brands
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30. Reputation and Brands
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31. Driving Business Growth

32. Driving Business Growth
Open Data Fuels Businesses in All Sectors
Health
Education
Financial Services
Energy Use
Transportation
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33. Driving Business Growth
From Weather Insurance to Green Revolution
Climate Corporation offices in San Francisco
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34. Driving Business Growth
40K Public Companies, Updated Daily
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35. Driving Business Growth
Healthcare: The Next Big Frontier?
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36. Driving Business Growth
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37. Driving Business Growth
Data for Energy Savings
Ogi Kavazovic, VP Marketing & Strategy
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38. Driving Business Growth
Managing Open Data: A Winning Strategy
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39. Finding the Value: The Open Data 500

40. Open Data 500
What’s the Value of Open Data?
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McKinsey study: $3 trillion annually worldwide
30 to 140 billion euros for Europe’s public sector data
2 to 9 billion British pounds
$30 billion for U.S. weather data
Tens of billions for U.S. GPS data
Hundreds of billions for U.S. health data
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41. Open Data 500
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42. Open Data 500
Open Data 500: Assessing the Value Rigorously
• Criteria:
– U.S. based
– National or regional scale (mostly federal data)
– Open Data must be key to business
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More than 500 companies contacted so far
Wide range of sectors covered
Partnering with Open Data Institute to replicate in the U.K.
Interest from 15 other countries at Open Government
Partnership
www.OpenData500.com
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43. Open Data 500
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44. Big Data and HR
Prasanna Tambe
NYU Stern School of Business
ptambe@stern.nyu.edu
Leading with Data:
Boost Your ROI with Open and Big Data
February 26, 2014

45. Existing sources of HR data
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Data collected during recruiting, hiring
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Data routinely collected by organizations
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employment histories (resumes), skills, interview and test
evaluations
performance reviews, task and project evaluations
Administrative labor market data
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regional and industry data on skills, wages, occupations

46. But “digital breadcrumbs” are creating a data
revolution
(courtesy Erik Brynjolfsson)
Clickstream/Page views/Web transactions
Email messages
Mobile phone/GPS/Location data
Web links/Blog references/Facebook
Google/Bing/Yahoo Searches
ERP/CRM/SCM transactions
RFID (Radio Frequency Identification), Bar Code
Data
Real-time machinery diagnostics/engines/equipment
Stock market transactions
Twitter feeds
Wikipedia updates
Online Databases of resumes

47. Emerging sources of HR and workforce data
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Online/Internet data
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Digital traces from work activities
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internal knowledge boards, internal corporate network activity, finegrained measures of project and task performance
Social and physical network data
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labor market level information on skills and experience, discussion board
posts, software and projects posted online
employee referrals, person-to-person communications, sociometric
badges, email networks, internal digital chatter, video and camera data
Data generated through new assessment tools
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online assessment (e.g. MOOCs), test-based video games

48. Vast increase on data on spatial and temporal
movements
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Micro-measurement of personal productivity
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Team productivity
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Organizational productivity

49. http://www.flickr.com/photos/walkingsf/sets/72157623971287575
/

50. How can the big data "microscope" aid
workforce related decisions?
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Remove cognitive biases and reliance on intuition
• W don't know what makes us productive (especially
e
information workers)
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Enables quantification of the impact of HR-related decisions
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W is our inability to retain engineers costing us?
hat

51. How are employers using analytics?
now
near future?
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Predicting retention/turnover
for high-skill employees
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Where are we likely to have skill
gaps in ten years?
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How desk location affects
information flows
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What is the return on investment
to a specific HR policy?
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Using internal communications
to predict employee
performance
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Can applicant profiles based on
Internet data outperform
traditional 'signals' (e.g.
education)?
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What (other) job titles predict
success in the opening I am
trying to fill?

52. Lessons learned (so far)
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Data is not a substitute for conceptualization
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Knowing the right questions to ask (domain expertise) is
critically important
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The interest in analytics is likely to outpace results in the
short-run as employers put the right pieces in place
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But we are likely to see a significant increase in the number
of ways data is used for HR-related decision-making within a
few years

53. Potential barriers to using analytics
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A new generation of technical and analytic
skills
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Collection and management of new data
sources
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Policies regarding data collection and use
(privacy)

54. Questions?
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