Human Signature

                  Imagine a scenario, where algorithmic tools & programs being used to calculate the number of years a person will stick around in an organization or selecting a candidate without any interview rounds. And how about this one, appointing employees directly as VPs, CEO, MD etc. because the data says so, even though data parameters look completely illogical to human mind. This may include gene/DNA analysis. Primarily, till now HR’s have taken decision on biased data points which is based upon intuition or experience. Organizations are spending on well-intended, but mishandled retention tactics, such as raises, bonuses or promotions put in place by HR in an attempt to control attrition. When these strategies are applied without hard data to back them up, their results can be futile. Worse, money can be spent needlessly to retain people who are not actually at risk of leaving. HR never realized how much data they had that they could tap into for information

According to World Intellectual Property Organization (WIPO) intellectual property (IP) refers to creations of the mind, such as inventions, literary and artistic works, designs, and symbols, names and images used in commerce. IP is an intangible asset to a company. It gives business partners and financial institutions the confidence to invest in or collaborate with the organisation. Non-lawyers often think that a same law applies/governs to patent, trademark, copyright etc. Well the truth is although all fall under a common umbrella called IP however these laws originated separately, evolved differently and covers different aspects. In Richard M. Stallman's article "Did You Say “Intellectual Property? It's a Seductive Mirage" he mentions that for instance, Copyright law was designed to promote authorship and art, and covers the details of expression of a work. Patent law was intended to promote the publication of useful ideas, at the price of giving t