 I am Karthik, I am part of Bridge ITY for past one year and I have about 10 years of experience in the analytics space working on diverse functional areas as well as industry domains. I was first with Jindal Electric for about 4 years and then about 5 years with Hewlett-Pata in the decision support analytics service this day. Okay and what will you be talking at the conference? So one of the things that I am really amazed about and I was convinced once I started working is in the area of HR because in HR typically people have this in their head that there are problems that you can't solve so especially in a large services setup you would have attention is a huge problem in India. You also have hiding pressure where you have to keep hiding at a huge rate and you don't know whether you are hiding the right fit for the right job. Similarly performance management is again a major problem. Salary planning is a huge problem. Now with a couple of assignments that I have done for pretty large organizations what I have realized is the field of analytics while not being thought of as a big lever in HR is actually very useful because any problem that you have in your mind can be modeled as an Egypt equation and then based on the equation you can just optimize the problem. So for example if you don't know what rating I should give to a person all you have to do is kind of quantify your goals and then you know quantify the weightages that you want to give to those goals and then you can very easily using analytics give very equitable ratings which are defendable and therefore nobody has a problem with what you have done. Similarly when you have a bunch of money that you have to plan a salary increases or as bonus increases for a very large population all you have to do is numerically write down all the constraints that you face. How much does a business have to spend? How much do I have to do better performance? How much do I have to give the average performance? And then when you optimize it using analytics the result that comes out is consistent. It is fair as well as everybody has to be happy because you've got very sound reasons behind why you've done what you've done. So similarly for hiring if you look at past data and find out who has worked in what kind of roles and where have I hired from and how the performance has spanned out you get very keen and powerful insights on where should I hire what kind of profile for what role. And therefore you know analytics is pretty much applicable in all major so-called intractable challenges of HR in a fairly simplistic way which pretty much any HR professional can practice. I mean you need an analytics professional to set it up for you but after that it is very difficult, easy to implement as well as basically explain to people what you've done.