How to Build a Data Science Team

Businesses today need to do more than merely acknowledge big data. They need to embrace data and analytics and make them an integral part of their company. Of course, this will require building a quality team of data scientists to handle the data and analytics for the company. Choosing the right members for the team can be difficult, mainly because the field is so new and many companies are still trying to learn exactly what a good data scientist should offer. Putting together an entire team has the potential to be more difficult. The following information should help to make the process easier.

The Right People

What roles need to be filled for a data science team? You will need to have data scientists who can work on large datasets and who understand the theory behind the science. They should also be capable of developing predictive models. Data engineers and data software developers are important, too. They need to understand architecture, infrastructure, and distributed programming.

Some of the other roles to fill in a data science team include the data solutions architect, data platform administrator, full-stack developer, and designer. Those companies that have teams focusing on building data products will also likely want to have a product manager on the team. If you have a team that has a lot of skill but that is low on real world experience, you may also want to have a project manager on the team. They can help to keep the team on the right track.

The Right Processes

When it comes to the processes, the key thing to remember with data science is agility. The team needs the ability to access and watch data in real time. It is important to do more than just measure the data. The team needs to take the data and understand how it can affect different areas of the company and help those areas implement positive changes. They should not be handcuffed to a slow and tedious process, as this will limit effectiveness. Ideally, the team will have a good working relationship with heads of other departments, so they work together in agile multi-disciplinary teams to make the best use of the data gathered.

The Platform

When building a data science team, it is also important to consider the platform your company is using for the process. A range of options are available including Hadoop and Spark. Hadoop is the market leader when it comes to big data technology, and it is an essential skill for all professionals who get into the field. When it comes to real-time processing, Spark is becoming increasingly important. It is a good idea to have all the big data team members skilled with Spark, too.

If you have people on the team that do not have these skills and that do not know how to use the various platforms, it is important they learn. Certification courses can be a great option for teaching the additional skills needed, and to get everyone on the team on the same page.

Some of the other platforms to consider include the Google Cloud Platform, and business analytics using Excel. Understanding the fundamentals of these systems can provide a good overall foundation for the team members.

Take Your Time

When you are creating a data science team for the company, you do not want to rush and choose the wrong people and platforms or not have quality processes in place. Take your time to create a team that will provide your company with the quality and professionalism it needs.

About the Author:

Ronald van Loon has joined as an Advisory Board Member for its Big Data training category. Named by Onalytica as one of the top three most influential personalities of Big Data in 2016, Ronald will contribute his expertise towards the rapid growth of Simplilearn’s popular Big Data & Analytics category.


Source: How to Build a Data Science Team | Ronald van Loon | Pulse | LinkedIn

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Transform with the Best – Online Conference on Digital Transformation

Transform with the Best – Online Conference on Digital Transformation

Transform with the Best

Digital transformation refers to the changes associated with the application of digital technology in all aspects of human society. Digital transformation may be thought as the third stage of embracing digital technologies: digital competence → digital usage → digital transformation, with usage and transformative ability informing digital literacy. The transformation stage means that digital usages inherently enable new types of innovation and creativity in a particular domain, rather than simply enhance and support the traditional methods.

The use of technology to radically improve performance or reach of enterprises — is a hot topic for companies across the globe. Executives in all industries are using digital advances such as analytics, mobility, social media and smart embedded devices as well as improving their use of traditional technologies such as ERP to change customer relationships, internal processes and value propositions. Other executives, seeing how fast digital technology disrupted media industries in the past decade, know they need to pay attention to changes in their industries now.

Technology innovation is changing the game for businesses, industries, and markets. At the heart of this digital transformation is a host of new technologies that are disrupting the old ways of doing business – with partners, suppliers, and customers.

Digital transformation is the process of shifting your organisation from a legacy approach to new ways of working and thinking using digital, social, mobile and emerging technologies. It involves a change in leadership, different thinking, the encouragement of innovation and new business models, incorporating digitization of assets and an increased use of technology to improve the experience of your organisation’s employees, customers, suppliers, partners and stakeholders.

It could be a wonderful opportunity for us if leaders around the world share their case studies and digital transformation strategies on how large corporations can stay competitive in today’s digital world.

With The Best is organizing an online conference Transform with the Best where high profiled Chief Innovation Officers, CTO’s, CIO’s of top-tier companies, and head of Corporate Accelerators will be sharing their visions on how to keep a company competitive in the rapidly and ever-evolving digital world we are operating in today while offering 1-to-1 speaking sessions, all this from the comfort of your own home.

Who are the Speakers?

Confirmed Speakers | Transform with the Best

More to come…

How it is delivered?

An Interactive Learning Experience

You will be supplied with a set of tools to interact with Digital Transformation experts:

  • a chatroom to ask live questions during the conferences;
  • Q&A forum during the whole event during which both experts and attendees can share knowledge and information;
  • optional 20 minute one-to-one live mentoring sessions with your chosen expert;
  • link to the speakers’ SlideShare presentations;
  • 2 months of guaranteed access to the conferences, SlideShare links and Q&A forum.

Useful Information:

Date: Wednesday 5th, April 2017 10am to 6pm (EDT) – New York Time

Venue: Online

Theme: DIGITAL TRANSFORMATION

Contact: charlin@bemyapp.com

Twitter: @WithTheBest

Official Hashtag:  #TRANSFORMWTB

HRTech Conscience is one of the Partners of Transform with the Best Conference.

It is not a one step process neither there are some cookbook associated with it, it’s a continuous process to improve yourself, to know your options, to help each other’s in achieving the desired heights.

Come let’s join and see how the world is transforming.
Customer Success | The HR Tech Weekly®

Journey Science in Telecom: Take Customer Experience to the Next Level

Journey Science in Telecom: Take Customer Experience to the Next Level

Journey Science, being derived from connected data from different customer activities, has become pivotal for the telecommunications industry, providing the means to drastically improve the customer experience and retention. It has the ability to link together scattered pieces of data, and enhance a telco business’s objectives. Siloed approaches are becoming obsolete – take call centers as an example – there is only so much that you can do with data from only one system.

By using insights from customer journey analytics, telco businesses can better measure the user experience, and make informed decision for refining it. The data not only allow them to take proactive approach towards customer satisfaction, but enable the prediction of future failures as well. With customer journey analytics, you can evaluate the touchpoints to journeys, and revamp your strategies to better cater to customers’ needs.

In the telecom industry, it is difficult for a business to effectively manage the massive volume of data with the existing systems and technology. There are several aspects where telecom companies need to make improvements, such as reduce costs, improve customer experience, increase conversion rates, and many more. To do so, they need to derive meaning from the collected data by finding connections among them. This linked data is also known as journeys. Journeys provide you with relevant data that enable you to make well-grounded business decisions by looking at customer transactions as a whole, and determining where direct improvements are needed.

Customer Journey Analytics is Transforming Telecommunications

Many leading telco businesses are embracing the Journey Science concept, and deem it to be the best way to make greater impact on the target audience. One good way to better understand digital journeys is through a multi-channel, end-2-end, view. Journey Sciences, at its best, provides enhanced data accessibility and increased analytics agility, and helps in weaving together disparate pieces of data. This makes it possible for telco businesses to link together structured and unstructured data back to their strategic objectives, and quickly modify them to ensure they cope with the evolving customer demands. However, in order to get insight into customer experience through journey analytics, it is critical to focus not only on the individual moments but the customers’ end-to-end experiences as well.

Customer Experience Boost

The main benefit of customer journey analytics for telco companies is that it enables them to better recognize customer needs, and assess their satisfaction level. While most people think Journey Science is all about marketing, it mainly focuses on the services domain. For example, a customer seeking technical support for their device has multiple paths to resolution. Journey Science enables businesses to evaluate each step of the journey experience, and figure out the critical points that could negatively impact customer experience. With this kind of information, businesses can develop strategies to overcome hurdles customers face on all such touchpoints, resulting in improved customer experience.

Improving Customer Journeys through Transparency

Connecting the Dots

For improving customer experience, it is essential to connect all the data down to the individual customer level to fully understand the required changes. For telco businesses to completely understand customer journeys, they must gather data from many different channels, and track the individual journey the customer experiences. Typically, more than 50 percent of customers make multi-channel journeys; meaning, in order to understand their behavior, establishing connection among all the data is extremely important. Because of the deep roots of technology in today’s common lifestyle, many journeys start from digital channels, but eventually go into a human channel for completion.

Utilizing Aggregate and Raw Data

Apart from giving a complete picture of customer journeys, the analytics let you tap into different levels of aggregation, allowing you to view raw data as well. With journey mapping, telco businesses can benefit from both in-depth data points and aggregated data sets. Since a single customer journey can compile hundreds of thousands of data points, having aggregated views makes it much easier to pinpoint and prioritize the problematic areas. On the other hand, some journeys may yield unclear results, for example, unusual behavior of a customer on a webpage. In such a case, having access into the raw data renders the ability to focus on one key area and get invaluable insights.

Making Changes through Data Availability 

Effective utilization of data from customer journey analytics allows telco to revamp their strategy as well as make smaller improvements on a continuous basis. Getting immediate feedback regarding a certain change is critical for understanding its impact. You can determine whether the intended results will be realized, or should you scale-up or sustain the change. However, a manual, project-based approach that only provides an overview of the required data will not be enough to transform journeys successfully. Instead, you should opt for an agile, iterative, analytic approach that uses continuous data availability.

It won’t be wrong to say that all those ad-hoc, manual, project-based approaches using snapshots of data have severe limitations.

Better data accessibility to more than 18 telco raw data sources as a prerequisite 

How the Customer Journey differs in both Fixed and Mobile Telco

Mobile (mobile data usage, subscriptions, charges, and mobile data access)

Several small customer journeys can be linked together to make improvements to a mobile telco operation. One great way is through customer engagement, i.e. moving down to individualized journeys of each customer instead of mass-segmentation. Journey Science opens doors for mobile telco companies to take personalization up a notch, and provide customized recommendations based on the journeys of each customer. You should also utilize real-time context to enhance customer engagement for better results.

Mobile customer experience comprises of several touchpoints where a subscriber interacts with a service provide agent – it can be during retail, billing, customer support, visible marketing campaigns, and others. Consider three customers below that have 3 different journeys to perform the same action.

Fixed line providers (phone, internet, entertainment)

Fixed line providers have an additional interaction channel with field technicians being deployed to customers’ homes for service. These field service appointments are a major part of customer experience and often have significant variability for different customers. Consider the following journey which involves multiple appointments, agent phone calls, and delays:

Improve key journeys for fixed Telco’s

Journey Science is Moving towards Predictive Analytics

The Journey Science concept is increasingly becoming popular across the telco industry, as it greatly benefits by assessing journeys of individual customers and allow them to develop customized strategies. Moreover, it allows telco businesses to anticipate the potential pitfalls leading to negative customer experience and prevent it altogether. By tapping into the data from customer journey, telco can streamline their operations and provide a better, more satisfying experience to their customers.

Derived value from Customer Journey data by Journey Science & Journey Analytics

In today’s world, customer satisfaction is the keystone for success in every industry, including telco. Businesses should turn to the Journey Science movement, and optimize their processes by carefully analyzing customer journeys and making improvements accordingly. Effective utilization of customer journey analytics leads to better redesigning efforts, ultimately reducing costs, enhancing customer experience, and stretching bottom-line.

About the Authors:

Want to talk more about Journey Sciences? Connect with Rogier van Nieuwenhuizen, Executive Vice President, EMEA region at ClickFox, on LinkedIn and join Journey Science movement on Twitter by following @journey_science and the Journey Science’s LinkedIn Group today.

If you would like to read more from Ronald van Loon on the possibilities of Big Data and Journey Science please click ‘Follow’ and connect on LinkedIn and Twitter.


Source: Journey Science in Telecom: Take Customer Experience to the Next Level | Ronald van Loon | Pulse | LinkedIn

Keeping your finger to the pulse: HR’s digital solutions for 2017

Keeping your finger to the pulse: HR’s digital solutions for 2017

Man with MacBook Pro on wooden pier

It’s not uncommon to learn that some businesses are reluctant to update the tried and tested methods. It’s not difficult to get stuck in a digital rut. Particularly if companies have been trading for many years. Time has taught us to think if it’s not broken don’t fix it, but in this case; we’re wrong.

Taking on paperless processes

Technology is everywhere. Today businesses are expected to be online in some capacity. And whilst it’s understandable that in a hands on industry like retail it might feel unnecessary to take on new tech, from a business perspective; it makes no sense not to.

Spending time hunting through piles of paper slows down response time in an age when most answers are a click away. Eliminating paper not only updates your methods and reduces the amount of paper your company consumes. But it also reduces the time and money spent managing it. It also ensures that none of your documents go missing, that all your information easily searchable and backed up in a centralised location keeping all your information is secure. By taking on digital solutions your company can embrace these benefits whilst upping your efficiency and professional image.

So, what’s the best way to do this in HR?

Aside from the hundreds of cloud solutions that are adaptable and available today, there are different operating systems with a HR focus. Charlie, Zoho, and People HR are just a select few to look at. Adopting these will make your HR department more efficient, and help take your paper based work online. Managing the day to day processes typical of a HR department. Such as, payroll, team details, holidays and sick days.

HR trends – what to look out for

Now in 2017, different principles apply. These recent trends are what you need to be aware of in order to stay ahead.

A millennial workforce

The biggest trend for recruiting will be concerned with millennials. Unlike their previous baby-boomer generation, millennials are a more demanding workforce[1]. They are more likely to to need constant validation, communicate through social media and require a lot more guidance. The challenge for HR is to attract and retain this talent in an innovative way. And there are a variety of techniques and apps that can help with this.

  • Start regularly recognising good work – Boost employee confidence in their work by using TapMyBack. This app works through peer-to-peer recognition, and gives managers great insight to their teams on where needs improvement or celebrating.
  • Continuous assessments – this will mean employees are able to recognise any problems and correct them. This will encourage growth in their role and identify when an employee is suitable for a promotion.
  • Non-traditional performance reviews – With a reputation as negative and demotivating, the majority of staff dread their performance reviews. Tools like OrangeHRM can help you easily track progress and produce reviews on your employees, giving you time to focus on improving this process.
  • Have your social media experts follow relatable trends for millennials – this will help to engage with them regularly whilst ensuring current and any prospective employees relate to your brand. Free tools like Social Mention and Twazzup can ensure you keep on top of this.

Maintaining company culture and hiring the right team

2016 found that 84% of candidates would consider leaving their current job if a more attractive role was available[2], and with the millennial generation always on the lookout for better opportunities; finding the right person and then retaining talent is becoming more of a challenge for HR. This can mean sieving through a high volume of C.V’s often in a short period of time, especially around the seasonal period, making it easy for an applicant to go unrecognised. Which leads on to…

Updating processes around recruitment

One way HR managers are attempting to become proactive in their recruiting search is by looking to social media. Research from Aberdeen Group has seen 73% of 18-34 year olds find their most recent job through social media[3]. And as social platforms have a large millennial population[4]; it not only makes sense to recruit from these online sources, but it also financially makes sense as it’s a very cost effective solution. A software options such as JobVite are available to simplify your social recruiting process. Along with others like HireRabbit and BranchOut.

Electronic signature solutions are also a very effective way of streamlining your recruitment process. As soon as you have selected your successful candidate you can email their contract through the e-signature platform. They can then review and sign according to their schedule, or even on-the-go, and contracts are returned as soon as they’re completed. Removing the need for in-store visits and cut out printing and postage costs. Try Signable’s free trial for an e-sig solution.

Take on new technology today

Don’t waste your time with systems that are time consuming and feel counterproductive. Using software as a solution means your business is constantly innovating and streamlining it’s approach. And as a report by Business Review Europe highlights how “new technology adoption is crucial to business success … businesses can only progress as quickly as IT enables them to – it’s business at the speed of IT.”[5]

About the Author:

bio-pic

Jessie Davies is a Marketing Manager at Signable and also goes by the title “Content Queen”. Signable is an electronic signature platform that helps businesses get their documents finalised faster. As Content Queen she ensures that Signable’s customer’s resource for support, educational content and industry updates are always available and clear. Jessie also makes sure the Twitter feed is full of hilarious reaction gifs and sarcastic comments.

Website | Twitter | Facebook

References:

[1] Millennial workforce - Source

[2] Recruitment stats - Source

[3] Social recruitment stats - Source

[4] Social media millennial stats - Source

[5] Business Review Europe - Source

If you want to share this article the reference to Jessie Davies and The HR Tech Weekly® is obligatory.

HR's Aversion To AI Will Affect Its Ability To Hire

HR’s Aversion To AI Will Affect Its Ability To Hire

Artificial Intelligence

Successful hiring should be based on evidence based decisions supported by technology and automation but HR remains slow to respond. PwC’s 20th Global CEO Survey found that nearly half (47%) of UK CEOs are failing to address the impact AI and automation will have on their businesses (compared to 31% globally and just 19% in Germany). As 83% of UK CEOs rank access to skills as their number one barrier to business success in the next 12 months, this needs to change.

Why the reluctance to engage?

HR has often demonstrated a wariness of data and more recently automation and AI, exacerbated by recent headlines including:

  • Fukoku Mutual Life Insurance in Japan announced its intention to automate the jobs of over 30 employees, replacing them with IBM’s Watson Explorer. According to the Nomura Research Institute, half of all jobs in Japan could be performed by robots by 2035.
  • A similar scenario was projected in the UK, with the prospect of 15 million jobs being eradicated by AI, shortly after an announcement that outsourcing specialist Capita was replacing 2,000 of its employees with automation.
  • The world’s largest hedge fund, Bridgewater Associates intends to automate three-quarters of its hiring decisions over the next five years. The company is building a robotic recruitment platform to remove ‘emotional volatility’ from business decision.

How AI and automation empower HR

AI and automation offer a number of benefits for HR:

Talent pipeline : In its simplest form automation identifies issues in your talent pipeline, such as, qualified candidates abandoning a prolonged application process. Algorithms are also used to reveal factors which improve employee engagement and identify leadership potential. This is relevant in a week when a Robert Half survey found that that half of all candidates for management level roles don’t possess leadership skills.

More effective candidate selection : HR has historically relied on standard but limited candidate selection criteria, such as interview performance or an emphasis on technical skills or qualifications but that isn’t sufficient to predict a quality hire. Broader, evidence based HR is needed to support effective candidate selection, which algorithms in your recruitment software offer.

Potential flight risks : Combined with predictive analytics, algorithms can also predict potential flight risks in your organisation. With an expected talent exodus in 2017 understanding why your high achievers leave is critical. Typical ‘prompts’ include birthdays (especially milestones) and work anniversaries but your own recruitment metrics will provide more insight.

Reduction in bias : Automation and AI help to eradicate unconscious bias. This is exemplified by the tendency to hire so-called ‘brogrammers’ across the US’s Silicon Valley, fuelling the image of a male dominated tech culture. Closer scrutiny revealed that the majority attended elite schools and secured their jobs through friends or the tech fraternity. AI start-up Tara.ai aims to change that bias. Tara removes information relating to age, gender, previous employment, education and race to assess candidates based on the quality of their work – analysing and ranking programmers’ code – rather than their personal connections or background. Selecting specific criteria within your applicant tracking software helps to achieve the same results.

Technology needs the human touch

Should HR be wary? Algorithms in the hiring process have been proven to make better hiring decisions than humans but the role of HR, while shifting, is integral to the future of AI.

The following strategies can help to make the vital transition to evaluating the benefits of AI and automation in hiring:

  • Technology is only as effective as the information gathered. Inputting bad data will produce poor quality results. The quality of your data is vital.
  • When posting open jobs, understand the precise skills you need from your new hire. A candidate persona improves recruitment success for either high volume or stand-alone critical positions.
  • Algorithm or AI averse hiring teams can begin with automated recruitment software that streamlines the hiring process and analyses the common patterns revealed in your recruitment metrics. Start by focusing on just one specific area. With qualified candidates in short supply, time to hire is one of the most important metrics your business can measure and allows HR to evaluate the effectiveness of automated recruitment systems.
  • Create a structured interview process supported by online tests during screening to assess cognitive ability, conscientious and leadership.
  • Final decisions on candidate selection should be collaborative and supported by relevant data gathered during the hiring process. The CIPD found that, in organisations that use HR analytics, a quarter of senior leaders are not being given access to HR data to make effective business decisions. Without data, your ability to attract and hire high achievers is restricted.

HR technology should be simple to use, easy to engage with and produce data which informs and drives talent acquisition strategies.

Introducing a ‘kill switch’?

While AI and automation are now unavoidable, justifiable concerns exist over its growing impact on the workplace. In response to these concerns, the European Commission’s Legal Affairs Committee is seeking the creation of a European agency to provide technical, ethnical and regulatory advice on robotics and AI within the EU. Its proposal recommends:

  • A voluntary code of conduct related to AI.
  • A ‘kill switch’ in all AI systems to ensure they can be automatically deactivated in the event of a malfunction.
  • Consideration of a minimum income to compensate people who have been replaced by robots in the workplace.
  • A new status of ‘electronic persons’ for autonomous robots.
  • Reassurance that the use of robots does not engender ‘fear of physical or psychological harm’, while maintaining privacy, human dignity and safety.

HR is a long way from dealing with those issues on a daily basis but employers must begin now to address the impact of AI and automation in the working environment to remain competitive and meet future business goals.


If you want to share this article the reference to Kate Smedley and The HR Tech Weekly® is obligatory.

From New Technology to ‘Purposeful Innovation’ – Three Trends That Can Help Businesses Innovate & Grow in 2017

Written by Himanshu Palsule, CTO at Epicor Software.

From New Technology to ‘Purposeful Innovation’ – Three Trends That Can Help Businesses Innovate & Grow in 2017

In the current climate, operational efficiency and business agility are more important than ever to support modern business innovation. As global markets combine with competitive pricing pressures to place greater stress on maintaining margins, organisations must seek the efficiencies needed to protect market share.

Himanshu Palsule, CTO at Epicor Software
Himanshu Palsule, CTO at Epicor Software

At the same time, global economic forces are opening up opportunities in new markets and organisations of all sizes are looking to take advantage of the changing economic tide to grow their business. The pressure is now on the CIO and his/her team to drive change and enable this high-growth mode. The challenge for many companies is matching technology investments with the rapidly changing needs of the business.

A solid technology strategy should place the onus on innovation with a purpose and going in to 2017, I see three technology trends that have the power to transform businesses by providing the tools to innovate. These technologies have the potential to be central to business success over the coming years.

  1. Enabling cloud-driven change

For some organisations, adopting cloud computing services can be a simple, tactical exercise to meet some immediate infrastructure needs. But for those looking to drive real technology transformation, it can be the catalyst to embracing an entirely new strategy for IT.

Up until recently cloud computing has, for the most part, been used to speed up existing individual processes while reducing costs. It is only now, as the cloud journey grows more mature, that we can begin to see its full potential to transform business models and working practices.

The cloud opens up exciting new possibilities for CIOs, COOs and CFOs to think differently about their IT infrastructure. Adoption of cloud-based enterprise resource planning (ERP) systems, for example, is on the rise because sharing data quickly and efficiently can dramatically reduce costs and increase the speed of production.

There’s also a growing acceptance that cloud adoption is not just for start-up companies. Large enterprises are transitioning their entire infrastructure and data ecosystems into the cloud because these systems have the advantage of taking the burden of upgrades and management, freeing up valuable resources to focus on innovation and business growth.

  1. Extracting value from big data and IoT

According to a recent report by Machina Research, the total number of IoT connections are estimated to grow 16% annually over the next 10-year period from 6 billion in 2015 to 27 billion in 2025. Total IoT revenue opportunity is projected to grow to $3 trillion in 2025, up from $750 billion in 2015.

If you talk to customers in the manufacturing and retail sectors for example, they’ll say they’ve been collecting and tracking data on machines, production, and inventory for years. In retail, for example, smart supply chains enable applications for tracking goods and real time information exchange about inventory among suppliers and retailers.

The next step for us, and our customers, is to take the data that is available and analyse it in context, to make better and more efficient business decisions. However, the challenge for ERP systems has been around how to transform the onslaught of unstructured data into practical information.

As technology develops we can expect to see more integration between ERP, big data and predictive analytics because data is the business resource of the future—both in terms of optimising processes and services, and as a basis for innovative business models.

  1. Mobility drives greater visibility

Mobile and social technologies are enabling new business models and processes but it’s important to remember that mobility can mean many different things to different organisations. For one company, it might be the ability to set up a remote warehouse. For another, it might be the ability to interact and collaborate on social platforms across borders and time zones.

Mobility should be an essential part of the platforms we build as mobile applications provide greater employee visibility and accuracy of information, enabling companies to respond quickly to changing demands with real-time capabilities.

New utilisations of mobile devices and apps are happening every day and drastically changing the way business gets done.

Summary — keeping up the pace of innovation

As companies become more complex and globally dispersed, the need for increased collaboration, visibility and efficiency will continue to accelerate. The world is getting smaller and supply chains are expected to get faster. Having the right technology in place to underpin operations is key to keeping up, regardless of geographic location or industry.

Technology on its own is not a sufficient strategy. But understanding how cloud, big data, social, mobility, analytics and IoT technologies can underpin business models, what we call ‘purposeful innovation’ is central to achieving business growth.


If you want to share this article the reference to Himanshu Palsule and The HR Tech Weekly® is obligatory.

How Tech Is Reshaping ‘Business As Usual’

Kyle Martin, Florida Polytechnic University

Written by Kyle Martin, Content Coordinator at Florida Polytechnic University. Specially for The HR Tech Weekly®.

Change is the only constant, and it’s only accelerating. Technology is taking us closer and closer to the futuristic worlds we once only imagined in science fiction, but questions remain. How is innovative technology changing the way we do business? How will it continue to change in years to come? Keep an eye on the following trends that will continue to reshape business as we know it and introduce brand new STEM careers:

The Machines: They’re Learning!

Artificial Intelligence is more than a buzzword; it’s real and it’s happening now. Systems that can learn and adapt are becoming part of numerous industries, from Salesforce’s analytics service to products like crystal for marketing. Intelligent systems apply learning from one user to improve all users’ experience. (This is rumored to also be coming in digital assistant Siri’s future). Natural language processing allows us to consult AI programs like we would another person, asking questions like “When should I post on Instagram for maximum engagement?” and receive a more accurate answer faster than ever before.

IoT Integration

The Internet of Things (IoT) is a revolution in connectivity; items and devices equipped with sensors and controllers can now communicate with one another. These smart machines assist with everything from household chores to improving supply chain management, and they relay pertinent information about user behavior and machine processes.

Improving supply chain efficiencies is a growing application of the IoT. The IoT allows supply chain managers to meticulously track products and make smarter decisions based on pre-programmed parameters. The IoT also produces real-time data, allowing consumers to know exactly when their packages will arrive, and supply chain managers an understanding of how well each facet of their supply chain is performing.

The IoT offers numerous benefits for managers and consumers alike. Managers can better understand system bottlenecks and prevent machine breakdown. Consumers have the satisfaction of knowing they can monitor their shipment in real-time. While the upfront cost of integrating intelligent machines might initially turn companies off, their ability to improve operations make them more economical in the long term.

New Levels of Co-Creation

One of the many benefits of the Internet is its capacity for widespread collaboration. Today, that collaboration is going one step further. Many companies are now leveraging co-creation, allowing consumers to contribute to the development of new products and services. This new level of cooperation between brands and their buyers empowers consumers to create the exact product or service they need. In return, businesses reduce the costs associated with assessing the current product market and determining what to produce next.

This theme of co-creation also includes companies hiring freelance specialists. Companies are no longer compromising the quality of their employees, and ultimately their business, because of geographic distance. With virtually no more borders or geographic limitations, this new trend is altering the way businesses hire and retain employees.

In the face of a rapidly evolving market, more job seekers are choosing technology-focused degree programs to keep their skills sharp and their knowledge up-to-date. Why? Because business owners and professionals must stay ahead of the changing technology tides in order to ensure continued success.

About the Author:

Kyle Martin brings 11 years of storytelling experience to the content coordinator position at Florida Polytechnic University. In this role, Martin develops original content showcasing the University experience as a way to attract new students and faculty. He also lends editorial direction to University departments launching new projects and campaigns.


If you want to share this article the reference to Florida Polytechnic University and The HR Tech Weekly® is obligatory.

Digital Strategy in HR World

Digital Strategy

The world is moving on with digital transformation irrespective of industries, countries and service lines. Organizations want to adopt the technologies in faster paces, especially by “Digital Megatrends”: mobility, analytics, cloud computing and social media.

This digital evolution is also reshaping the role of Human Resources. It involves deepening and broadening collaboration between HR and other business units to improve the performance and analysis of talent management, and a greater focus on driving business results through the strategic use of technology. It’s important for executives to get engaged in long-term strategic planning for business needs and even leveraging their organizations to drive profits.

According to the surveys from Oxford Economics and Tower Watson in Digital HR Transformation:

Digital HT Transformation

More on Digital HR Transformation

So to compete successfully in the new digital economy, HR should:

■ Use technology effectively to execute on business imperatives and extend collaboration with other departments, incorporating mobile, analytics, social media and the cloud to ease the transition to a strategic role.

■ Consider the competitive risk of not leveraging technology to contribute to business strategy. Organizations in developed economies are not adopting technology as quickly as their counterparts in fast-growing economies and may risk being left behind in the global competition for talent.

■ Embrace the transition to strategic thinking and driving business results.

(Taken from Oxford Economics and Tower Watson)

Digital transformation is to enable people to think and to transform and here is HR Digital Strategy plays an exponent role in driving the Organization’s Business Transformation. Digital Strategy is the most valuable and powerful asset in the Digital Transformation environment or any future transformation to come.

Digital Transformation is about the capacity of the organization and therefore the people’s minds to not only adapt to change, but to drive change, to drive innovation. The real value to HR in the Digital Transformation is to enable the whole organization to think creatively. Enable the organization into a deep dive into its need, its values, purpose & mission. And this is the foundation for the real successful business strategy into the Digital Era.

HR digital strategy or HR technology strategy should actually support the overall strategic objectives of HR and the organization. And HR must take ownership of the digital strategy and ensure that it aligns with the HR strategy which should be in alignment with the business strategy. Moreover, it should emphasize more than just efficiency and effectiveness as a driver for the adoption of technology, and choose solutions to allow for future growth and flexibility, while focusing on deploying solutions that meet the current and future needs of the organization.

Drivers which can lead Digital Strategy for HR are: (Below Tips/Drivers are from Talent Culture)

Drivers for Digital Strategy

According to Talent Culture, developing an HR digital strategy begins with taking a deeper look at business priorities and validating how current systems are and are not supporting the organization’s goals. This helps create a path toward synchronizing the organization’s priorities with the HR digital strategy. A successful HR digital strategy should be aligned to the needs of the business, agile, focused on strategic enablement rather than just efficiency and effectiveness, and should be owned by HR in partnership with IT.

And it’s Strategy, not Technology which drives the Digital Transformation according to MIT Sloan Management Review and Deloitte.

About the Author:

Soumyasanto Sen

Soumyasanto Sen — Blogger, Speaker and Evangelist in HR Technology who try to think Out of the Box!

Professional Consultant, Manager, Advisor, Investor in HR Tech. Focusing on Strategies, Mobility, Cloud, Analytics, UX, Security, Data Protection, Developments and Integration in HR Technology & Digital HR.


Source: Digital Strategy in HR World – HRTechCon

4 Ways To Transform Talent Management Success With AI

Artificial Intelligence in HR

The technological revolution continues to gather pace. Investment in AI is expected to grow by over 300% in 2017 compared to 2016, according to research consultancy Forrester in its report : Predictions 2017 : Artificial Intelligence Will Drive The Insights Revolution. Used effectively, automation and AI empower employers to create effective talent management strategies. Here are just four for 2017:

Future Workforce

Tapping into the gig economy : Workforce models are evolving to encompass gig economy, contractors and part-time workers within traditional recruitment workforce planning systems. In the UK alone, one million people are now agency workers but there is a clear distinction between agency and the ‘open talent’ workers of the gig economy. Evaluate the source of your most successful employees with recruitment analytics and expand your talent pool to incorporate gig economy workers on vital roles. 70% of gig economy professionals have over 10 years of experience in their market and will prove to be a valuable resource as skills in sectors such as tech and engineering become more scarce.

Recognising the disconnect : The growing popularity of a freelance career is expected to lead to a fall in employee loyalty but it goes beyond contingent workers. Hays UK Salary and Recruiting Trends 2017 survey found that, while nearly a quarter of employees consider work/life balance important, only 13% of employees feel the same way. Recognising the disconnect that exists between HR and its employees is essential to improve engagement. The Institute of Leadership and Management refers to this disconnect as a ‘leadership lag’. Measuring employee retention levels through data analysis will provide insight into the success of your talent management strategy and enable HR to deliver change.

Engaging candidates : Chatbots are predicted to play an increasingly interactive role in hiring. Jobseeking company Fastjob trialled chatbot Mya earlier this year. Mya is designed to take over 75% of the recruitment process, utilising a combination of AI and natural language processing (NLP). Early trials indicate that candidates who engaged with Mya were over three times more likely to be contacted by a hiring manager. Chatbots are also considered more suited for mobile than apps. In a further development, the Financial Times also reported last month on robot hiring manager, Matlda. Still in the research stage, Matlda is designed to shortlist and interview job applicants. Successful hiring means engaging with technology. Companies choosing to stay with the familiarity of manual recruitment systems will fail to attract high achievers. HR technology is the first step ensure your company is poised to compete in a candidate driven market.

talent

Monitoring wellbeing : A focus on workplace wellbeing will be central to successful talent management in 2017. For instance, the global workplace is facing a sleep deprivation crisis. In the UK alone, sleep deprivation costs an estimated £40 billion per year, or 200,000 working days, according to RAND Europe. The US loses 2.28% of its GDP – up to $411 billion and 1.5 million days – due to sleep deprived employees. As wearables begin to incorporate AI, HR can tap into technology to monitor sleep patterns and implement policies to improve employee wellbeing. 56% of people would be happy to allow employers to collect data from wearable technology provided there was a related benefit, although it should be noted that 41% don’t trust their employer not to use the data against them. Implementing a clear policy for ensuring the ethical and confidential use of the data gathered is essential.

Writing in Harvard Business Review Andrew Ng observes that ‘if a typical person can do a mental task with less than one second of thought, we can probably automate it using AI either now or in the near future.’ Engaging with automation and AI, empowers HR to rapidly respond to and engage with ongoing changes in the workforce and labour market. HR technology is your first step towards achieving that goal in 2017.

Advorto’s recruitment software provides workflow and structure across the entire hiring process, offering a dynamic database of candidates and analytics. Used by some of the world’s leading organisations, it provides a straightforward first step into HR analytics and big data.


If you want to share this article the reference to Kate Smedley and The HR Tech Weekly® is obligatory.

What Is the Future of Data Warehousing?

Data Warehousing

There is no denying it – we live in The Age of the Customer. Consumers all over the world are now digitally empowered, and they have the means to decide which businesses will succeed and grow, and which ones will fail. As a result, most savvy businesses now understand that they must be customer-obsessed to succeed. They must have up-to-the-second data and analytical information so that they can give their customers what they want and provide the very best customer satisfaction possible.

This understanding has given rise to the concept of business intelligence (BI), the use of data mining, big data, and data analytics to analyze raw data and create faster, more effective business solutions. However, while the concept of BI is not necessarily new, traditional BI tactics are no longer enough to keep up and ensure success in the future. Today, traditional BI must be combined with agile BI (the use of agile software development to accelerate traditional BI for faster results and more adaptability) and big data to deliver the fastest and most useful insights so that businesses may convert, serve, and retain more customers.

Essentially, for a business to survive, BI must continuously evolve and adapt to improve agility and keep up with data trends in this new customer-driven age of enterprise. This new model for BI is also driving the future of data warehousing, as we will see moving forward.

Older BI Deployments Cannot Keep Pace for Success

As valuable as older BI applications and deployments have been over the years, they simply cannot keep pace with customer demands today. In fact, decision-makers in IT and business have reported a number of challenges when they have only deployed traditional BI. These include:

  • Inability to accurately quantify their BI investments’ ROI. Newer BI deployments implement methodologies for measuring ROI and determining the value of BI efforts.
  • A breakdown in communication and alignment between IT and business teams.
  • Inability to properly manage operational risk, resolve latency challenges, and/or handle scalability. While BI is intended to improve all of these, traditional BI is falling behind.
  • Difficulty with platform migration and/or integration.

Poor data quality. Even if data mining is fast and expansive, if the quality of the data is not up to par, it will not be useful in creating actionable intelligence for important business decisions.

Keeping Up with Customer Demand Through New BI Deployments

So how can combining traditional BI, agile BI, and big data help businesses grow and succeed in today’s market? Consider that big data gives businesses a more complete view of the customer by tapping into multiple data sources. At the same time, agile BI addresses the need for faster and more adaptable intelligence. Combine the two, along with already existing traditional BI, and efforts that were once separate can work together to create a stronger system of insight and analytics.

Through this new BI strategy, businesses can consistently harness insights and create actionable data in less time. Using the same technology, processes, and people, it allows businesses to manage growth and complexity, react faster to customer needs, and improve collaboration and top-line benefits – all at the same time.

The Drive for a New Kind of Data Warehousing

A new kind of data warehousing is essential to this new BI deployment, as much of the inefficiency in older BI deployments lies in the time and energy wasted in data movement and duplication. A few factors are driving the development and future of data warehousing, including:

  • Agility – To succeed today, businesses must use collaboration more than ever. Instead of having separate departments, teams, and implementations for things like data mining and analysis, IT, BI, business, etc., the new model involves cross-functional teams that engage in adaptive planning for continuous evolution and improvement. This kind of model cannot function with old forms of data warehousing, with just a single server (or set of servers) where data is stored and retrieved.
  • The Cloud – More and more, people and businesses are storing data on the cloud. Cloud-based computing offers the ability to access more data from different sources without the need for massive amounts of data movement and duplication. Thus, the cloud is a major factor in the future of data warehousing.
  • The Next Generation of Data – We are already seeing significant changes in data storage, data mining, and all things relate to big data, thanks to the Internet of Things. The next generation of data will (and already does) include even more evolution, including real-time data and streaming data.

How New Data Warehousing Solves Problems for Businesses

So how do new data warehouses change the face of BI and big data? These new data warehousing solutions offer businesses a more powerful and simpler means to achieve streaming, real-time data by connecting live data with previously stored historical data.

Before, business intelligence was an entirely different section of a company than the business section, and data analytics took place in an isolated bubble. Analysis was also restricted to only looking at and analyzing historical data – data from the past. Today, if businesses only look at historical data, they will be behind the curve before they even begin. Some of the solutions to this, which new data warehousing techniques and software provide, include:

  • Data lakes – Instead of storing data in hierarchical files and folders, as traditional data warehouses do, data lakes have a flat architecture that allows raw data to be stored in its natural form until it is needed.
  • Data fragmented across organizations – New data warehousing allows for faster data collection and analysis across organizations and departments. This is in keeping with the agility model and promotes more collaboration and faster results.
  • IoT streaming data – Again, the Internet of Things, is a major game changer, as customers, businesses, departments, etc. share and store data across multiple devices.

To Thrive in the Age of the Customers – Businesses Must Merge Previously Separate Efforts

Now that we are seeing real-time and streaming data, it is more important than ever before to create cohesive strategies for business insights. This means merging formerly separate efforts like traditional BI, agile BI, and big data.

Business agility is more important than ever before to convert and retain customers. To do this, BI must always be evolving, improving, and adapting, and this requires more collaboration and new data warehousing solutions. Through this evolution of strategies and technology, businesses can hope to grow and improve in The Age of the Customer.

Examples of the Future of Data Warehousing

And what exactly will the future of data warehousing look like? Companies like SAP are working on that right now. With the launch of the BW/4HANA data warehousing solution running on premise and Amazon Web Services (AWS) and others like it, we can see how businesses can combine historical and streaming data for better implementation and deployment of new BI strategies. This system and others like it work with Spark and Hadoop, as well as other programming frameworks to bring data and systems of insight into the 21st century and beyond.

Want to learn more about BI, agile BI, the future of data warehousing, and all things big data? 

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Source: What Is the Future of Data Warehousing? | Ronald van Loon | Pulse | LinkedIn