Film Analysis - Moneyball

- Stuti Singh_22PGHR036
Relevance of TA and Linkage to Moneyball:

Applications for data analytics can be found across many different business sectors. Through
performance forecasting, analytics have recently assisted numerous sport management teams in
strengthening their squad selection processes. This goes above and beyond simply keeping career
statistics. It uses mathematical models to perform both descriptive and predictive analytics.
Data-driven and historical information and assists them in identifying players who will most
likely provide them an advantage in the area. Metrics from on-field data are utilised to enhance
in-game tactics, nutrition, etc. Data analysis is also being used off the field by fans for fantasy
research and wagering. Data analysis is useful in managing teams in providing statistics and
statistical insights to back up their intuition.
The movie Moneyball serves as an example of how analytics can improve result determination
reliability and concretize the appropriate frameworks to map key capabilities. Billy Beane, the
general manager of the Oakland Athletics in the movie, evaluated potential prospects using
sabermetrics. The film focused on a number of HR themes, including workforce management,
strategy management, motivation, attrition, and firing. The Oakland A's, a baseball team with
little resources that performed better than expected, are the subject of the 2011 film Moneyball.
Instead of the usual instinct-based assessments used to scout players, the team used statistics to
discover the top talent. Beane is forced to rethink his approach to scouting and selecting baseball
players because his small-market team cannot afford to compete with much wealthier teams like
the New York Yankees and Boston Red Sox in free agency signings. Beane and his team decided
to employ fresh financial measurement techniques in the world of sports.

My Takeaways:

1. Adapt or Die - To be able to bring value to their companies, Management / HR functions

must be brave, adventurous, and innovative. This is due to the dynamic and
ever-changing nature of business trends.
2. Design Thinking - The design thinking method of empathising assisted with challenges
like ending the dollar-for-soda practise and recognising that a close link with the team
will boost morale.
3. Tapping the right talent - Considering additional applicant pools while looking for new
talent, as Beane did when he hired from the ranks of high school students. Untapped
talent pools can be found among a variety of groups, including community college
students, veterans, and senior workers.
4. Leadership - Billy Beane was compelled to concentrate on the current problem and the
only one who could understand it. While everyone else kept to what was tried and
proven, Beane had the bravery to choose the uncommon path. Additionally, he shared
Brand's conviction that data and analytics would be more beneficial than intuition and
experience despite being pressured by management.
5. Trust - Billy Beane and Peter Brand's partnership demonstrated a reliance on one another.
This demonstrated creation of the right talent pipeline, succession planning and the value
of a mentor-mentee connection which was based on trust and eventually led to success.