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Step-by-Step Guide to Creating an AWS RDS Database Instance

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 Amazon Relational Database Service (AWS RDS) makes it easy to set up, operate, and scale a relational database in the cloud. Instead of managing servers, patching OS, and handling backups manually, AWS RDS takes care of the heavy lifting so you can focus on building applications and data pipelines. In this blog, we’ll walk through how to create an AWS RDS instance , key configuration choices, and best practices you should follow in real-world projects. What is AWS RDS? AWS RDS is a managed database service that supports popular relational engines such as: Amazon Aurora (MySQL / PostgreSQL compatible) MySQL PostgreSQL MariaDB Oracle SQL Server With RDS, AWS manages: Database provisioning Automated backups Software patching High availability (Multi-AZ) Monitoring and scaling Prerequisites Before creating an RDS instance, make sure you have: An active AWS account Proper IAM permissions (RDS, EC2, VPC) A basic understanding of: ...
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7 top initial steps you need before you start HR predictive analytics

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Top criteria you need before you start analytics in the Human Resource department. I am sure you need many approvals to start analytics in HR.
hr analytics

The risks involved to start analytics in the Human Resource department

  1. You must comply with the legal requirements in which you operate as it relates to the use of people data. The reason is the analytical insights should reflect the cultural and social marks of your organization.
  2. You need to get involved all stakeholders involved and what the cost of what you're doing is relative to the benefit of doing it.
  3. Use analytics through accountable processes, one of which should be acknowledging that using predictive analytics with the workforce has the potential for negative impact, not just positive impact, Walzer said.
  4. Engage the legal department to make sure you understand any implications before you've done something, not after the fact.
  5. Assess whether the use of analytics involves sensitive areas, which it often will, Walzer said. But, she added, these are often accommodated by using reasonable safeguards.
  6. Know what data you just shouldn't collect. 
  7. One example is prescription drug use of employees. "Many employers have access to it through third-party health care providers, but the idea that you're going to bring it in poses a lot of liability to the organization

References

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