MONEYBALL – FILM ANALYSIS ASSIGNMENT

Billy Beane, the former general manager of the Oakland Athletics baseball team, is the subject
of the film, which is based on his life story. The storyline of the film Moneyball is based on
events that actually happened. We need to be able to make wise decisions before we can discuss
Moneyball. The choices are seen as art rather than science because science can be replicated
but art not. Regardless of the position held, the decision-makers should be competent at their
job.
Conclusions-
1. Due to the great demand for star players, the majority of the players have excessive salaries.
2. The squad you have must succeed in order for the goals to be met, even if star performers
are not required.
3. The ideal response came at the ideal moment to alter.

Talent Acquisition use in Moneyball-

• When organising your recruiting efforts, consider the talent pool.
• Give engaged talent first priority and assess your talent brand.
Who should be hired, trained, and kept on staff can be determined or measured with the aid of
HR life cycle analytics. Enterprises evaluate candidates in an effort to identify potential leaders.
But interviewers ultimately choose applicants who fit their frequency level.
Traditionally, talent acquisition and management have involved running resumes through a
keyword scanner. The hiring manager manually goes through the top candidates and considers
what the job description requires. Traditional recruiting variables such as grades, degree, and
work experience are being declared obsolete by an increasing number of tech companies such
as Tesla and Google. As a result, personality traits such as creativity, curiosity, passion, and
leadership are becoming more prominent. However, hiring managers understand that the sheer
volume of applications can be staggering, especially if you work for a large corporation. As a
result, it's not uncommon for a company to use a pre-employment assessment or employee
screening tests to help identify the characteristics or skills that determine whether a person is a
good fit for a job position. However, AI accelerates and improves these processes. It's similar
to entering baseball player statistics into a software programme and receiving information
about their strengths and values. Human judgement, like an expert junior coach, receives more
accurate recommendations. Online assessment and mobile testing have played a significant
role in facilitating the selection process. Hiring managers can benefit from artificial intelligence
by tracking and analysing multiple data points during interviews. The manager facilitates the
AI's generated input and output. Behavioural cues, such as voice and facial expression, are used
to learn more about the applicant. Analytics also plays a critical role and helps the hiring
managers in making data driven decisions. They brainstorm and derive relevant KPIs which
helps them to monitor the health of the organization and aim towards the north star metric set
by the organization. Therefore, HR analytics has become a necessity rather than luxury which
the organizations are bound to leverage into order to gain competitive edge.