The market for direct-to-consumer (“DTC”) genetic testing has increased dramatically over recent years as more people are using at-home DNA tests. The global market for this industry is projected to hit $2.5 billion by 2024. Many consumers subscribe to DTC genetic testing because they can provide insights into genetic backgrounds and ancestry. However, as more consumers’ genetic data becomes available and is shared, legal experts are growing concerned that safeguards implemented by U.S. companies are not enough to protect consumers from privacy risks.
You’ve probably heard a lot of chatter about “big data,” “data,” “metrics,” and other buzzwords, which can sound like a lot of fancy talk about things you can’t be bothered with (Spoiler alert: in general, it’s not).
Howard Gerver is a self-proclaimed human capital data geek. His “day job” specializes in finding innovative and practical ways to save money by identifying “golden nuggets” mined from Big HR Data sets, such as claims and human capital data. A lot of this work includes analytics, claim auditing and eligibility auditing. His “nights and weekend” job focuses on helping clients leverage their HR, Benefits, Leave and Time & Attendance data to help improve compliance with the Affordable Care Act (Obamacare). Throughout his career, he has focused on improving the financial performance of the Payroll, Human Resources and Benefits functions of his clients through advanced technology, process improvement and auditing. In his spare time, he researches new and exciting ways to use Big HR Data to address broader business issues vis-à-vis predictive analytics.
As I’ve mentioned, the LMA NE conference was full of really meaty, thought-provoking content. One of the excellent sessions I attended was “Lead Nurturing Ecosystems – Moving Legal Marketing from an Art to a Science.”