APEC Data Science & Analytics Key Competency #3: Data Management and Governance

According to the APEC (Asia Pacific Economic Cooperation) Advisory Group, Data Management and Governance is one of the key competencies of a Data Science & Analytics professional working in the region.

By definition, a DSA professional can develop and implement data management strategies and governance, while incorporating privacy, data security, polices and regulations, and ethical considerations.

The concepts of data management and data governance are kind of the like the chicken… you really can’t have one without the other. Although to the layman, data management includes data governance.

The simplest way to put it, is that data management is the physical aspects of data collecting, capturing, storing, segmenting, etc. Data governance is then the rules or guiding principles that direct how data management works.

There are a lot of data management resources out there. There are not a lot of data governance resources out there. This is why in a majority of companies, we have raw data that needs a lot of cleaning and refining before it can be used in a business.

Organizations that are good in data governance, generally have solid data management. Mature analytics companies have data that is easy to access, is accurate and is used in decision-making.

Data Governance is composed on three parts: People, Process and Technology.

DMAI_DataGovernanceThe people have titles like database admins, data stewards and data warehouse experts. They enforce the laws and rules around data within an organization.

The technology used is generally programming languages, coding and joining data structures to layout the blueprint of how data flows throughout the organization’s hardware.

The process is the rules, generally set down by senior management, and often in line with government or industry regulations that govern how data should be used.

If your organization has a lot of data, has people that are well versed in data management, and uses data to feed decision-making, then you need to make sure you have solid data governance.

If you don’t, DMAIPH can help. Likely you are missing key people, clear processes, and/or the right technology to ensure your data is being governed correctly.

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Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience.

If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you.

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Chief Data Officer – The Data Geek in the Room

In his latest book Data Strategy, analytics guru Bernard Marr, discusses how to profit from a world of big data, analytics and the internet of things. Marr breaks down the importance of having a data strategy to ensure data-driven decision-making, improve business operations and to monetize the data in a business.

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One of the key takeaways from his book is the emerging role of Chief Data Officer. This is a separate C-Level Suite position form the more traditional Chief Technology Officer or Chief Information Officer as this person should serve as both an analytics cheerleader and data-driven decision-making champion.

Big companies have CDOs, but even smaller and medium sized companies need to have someone who acts in this role even if its not an official title. I often say that analysts have to not only analyze data, but be champions of using data for decision-making. They have to be the data cheerleaders to educate, enable, and empower the use of data and analytics across the organization.

There are six primary areas a CDO should oversee; (1) high level vision, (2) implementations, (3) data governance, (4) business opportunities, (5) data culture leader and (6) sees data as a commodity.

  1. CDOs have to have either a seat at the C-Suite table or the ear of the top decision-maker in the company. They are the ones who make sure that data is properly channeled to the right people at the right time to ensure data-driven strategies.
  2. CDOs have to be the one ultimately responsible for data project implementations. This is not an IT thing. IT should be involved, but not the owners of data and analytics.
  3. CDO’s have to make sure good data governance is followed. Data has to be stored, secure and accurate.
  4. CDO’s are the ones who have the task of discovering business opportunities and identifying risks. They should have access to all the data they need to do both.
  5. CDO’s are the ones who consistently and clearly articulate the importance of data and the value of data-driven decision-making.
  6. CDO’s see data for its monetary value. Data is a commodity that in itself can be used to not just help the company, but to generate revenue itself.

So if you have a Chief Data Officer, or just a chief data geek, you are on the right path. If you don’t have one of these in your organization then your organization are likely going to be left behind.

may 17-18Analytics Culture – The key to using analytics in a business is like a secret sauce that fuels Data-Driven Decison-Making. It is a unique combination of analytics talent, technology and technique that are brought together to enrich and empower an organization. A successful analytics culture is not easy to create, but DMAIPH can show you how. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can build a strategic plan to turn your company into analytics driven success story.

The Three T’s of Recruitment Analytics (next training on Mar 28 in Ortigas)

I often talk about how having good recruitment analytics takes a combination of the right talent, the right technology and the right technique. As a talent management professional, I am sure you have valuable insight into which of the 3 T’s you see as your organizations strongest and weakest point. From your perspective, is it:

Talent: You have to have people who get the recruitment process that are curious, comfortable playing with data and are good communicators. That have to be able to identify data, analyze it and provide actionable reports.

Technology: You need tools to help you leverage the opportunities stored in your recruitment data. The tools need to take data from different sources and blend it into a central analysis tool. The results should be displayed in reports and business dashboards that allow managers and decision-makers to act quickly and efficiently.

Technique: Your entire team needs to be part of the analytics process. Analysts can do the bulk of the work, but everyone needs to be empowered to use data to discover patterns, exploit opportunities and mitigate risks.

Which one of the three is the one your team has the biggest challenges with?

11709268_10153506561077425_1608720566061502683_nIn my experience, most recruitment teams have good talent in place, and many have the technology they need to be successful. The missing element is often technique. Few recruitment teams are truly skilled in using analytics to get the right candidates, one’s who will stick around, at the right time.

Infusing recruitment teams with tried and true analytics techniques in one of my specialties. Connect with me and I will show you how to get more bang for your buck when it comes to filling open positions and keeping them filled.

Join us for our next training on March 14 in Ortigas. Click here for more details >>>

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

HR & Recruitment Analytics: Getting “IT”

HR Data is integral to the success of business strategy.

HR Data Analysis can drive decision-making and not just align, but shape business strategy.

HR Data and Analysis that uses Data Visualization and feeds Business Dashboards is enchanting to decision-makers.

When you have IT in your HR Analytics process you are enchanting. That should be your goal.

So how how exactly do you align your HR data to the business strategy.

  • Have the 3 T’s (talent, tech and technique)
  • Use the 3 I’s (identify, inventory and integrate)
  • Make Friends
  • Think Outside the HR Box
  • Keep Your Data Lake Clean
  • Share Your Data and Analysis
  • Visualize and Enchant

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HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

They Have Got It All Wrong! Why Most Analytics Training Fails.

Four years ago, I was just about the only one speaking professionally in the Philippines about  Analytics. Now so called experts are a dime a dozen. The demand for this kind of training has skyrocketed as companies are losing the war for talent all across the globe, with few jobs as hard to fill with good talent as BPO jobs in the Philippines. But these training mostly have it all wrong. They will teach you a lot of technical things that sound great in a class room, but are extremely hard to implement unless you work in an enlightened company that encourages curiosity and empowers data-driven decisions across to organization.

So one big thing right now is using analytics in HR to find more candidates, to hire better candidates, and retain them.  Its working in the U.S and all across the globe. This is a direct reflection of overwhelming demand for so called white collar professional jobs The hot answer going around right now to this challenge is sending analysts, managers and leaders to trainings. Hoping they will learn about hot new trends and analytics techniques to get more out of an investment in the company’s analytics plans. However, from my perspective, this is the flavor of the month thinking. And you know what? It’s not going to work.

Why? Good Analytics doesn’t come from just external training and technology. Those two pieces are important to an overall analytics strategy. But the most important piece, and the one being overlooked right now is the business culture. If the business culture is not ready to truly accept a shift towards data-driven decision-making an away from old school methods and decisions made off of gut feel, then the going to one of these trainings wont amount to a hill of beans at the end of the day.

This is why I spend so much of my time talking about culture, and why I expose that analytics is as much art as it is science. You need the technology, which is abundant. You need the talent, which is hard to find but out there. And you need the culture, where you analysts can use the technology to not just build reports and mine big data, but to illustrate opportunities and discover solutions that can really drive the business forward.

That is what you want out of a training on HR analytics. Not just technobabble and reporting tricks, but something that will truly help you mold the culture of your business to get the most out of your analytics.

In closing, I have recently published a guidebook for using analytics in your business. If you are interested in learning more and would like to get a copy of Putting Your Data To Work , connect with me via e-mail at analytics@dmaiph.com

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The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions.

DMAIPH HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

How is Buisness Analytics Used in the Philippines?

Another search result that lead someone to http://www.dmaiph.com

And it is a very good question.

Analytics in the Philippines is something that I have spent the past 6 years trying to champion.

We have come a long way, from where hardly anyone really knew what analytics meant to a time where just about every business is trying to get more analytics in it.

By far the most common use of analytics is management reporting. It’s not uncommon for the Philippines to follow trends in American by 10 years or so.. and this is true when it comes to analytics.

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10 years ago I was a business analyst and we were pretty uncommon outside corporate America. But in the time since then we have seen an explosion in analytics jobs and now in data science jobs.

The past year we are seeing that trend here in the Philippines.

There are some great business analysts here in the Philippines who do some pretty amazing things with business intelligence tools. But they are mostly limited to descriptive analytics.

The number of Filipinos who can do advanced analytics like building models and predictive analytics are few and far between.

So as of now, most business analytics focuses on reports. Occasionally I see some amazing data  visualizations or complex predictive models, but they are still by far the exception to the norm.

In the coming months you will see more and more trainings and courses built around more advanced types of analytics, but I have to wonder if its almost too little too late.

Time will tell.

Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions.

DMAIPH was set up to facilitate these solutions and bring the talent and the business together. And that is exactly why I wrote Putting Your Data to Work, the first analytics guidebook designed specifically for the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

 

 

Intelligence Gathering and Process Training in Manila

Another search term that someone used and ended up on my blog… wonder what specifically there are looking for.

I love intelligence gathering work myself. When I was at Wells Fargo one of my primary duties was to gather intelligence on others money transfer companies that compete with the bank for remittance market share.

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I was really, really good at it and had a lot of fun doing it. I’ve used that passion to help several clients since then.

Helping them look outside their business to start incorporating competitive intelligence into their analytics process.

To the best of my knowledge, no one has put together an Intelligence Gathering Process training for companies in the Philippines.

It sounds like something that would be really interesting to do.

Survey time to see how much interest I can generate.

Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. And that is exactly why I wrote Putting Your Data to Work, the first analytics guidebook designed specifically for the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

Decision-Making Using Analytics and Intelligence in the Philippines

One of the cool analytics tools that WordPress provides its users is a list of keywords that are used by search engines that guide someone to a WordPress page.

Every once in a while, I review the keywords to see if there are ones I should add to my SEO process.

A recent one that caught my attention was “decision analytics Intelligence Philippines”. Maybe someone was looking for me, but I think it is cool that it came up in this combination.

I mean I selected the name of the company only because I had originally intended to call the company Dan Meyer Analytics Inc.

But that seemed a little too vain so I turned DMAI in to Decision-Making, Intelligence & Analytics and added the PH for Philippines.

SO that’s the story behind the name and its awesome to see the name is drawing more attention to me and my business.

Because there is nothing I love more than empowering Filipinos to use analytics to enhance their decision-making and up the intelligence of their business.

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General Analytics – Analytics is the application of using data and analysis to discover patterns in data. DMAIPH specializes in empowering and enabling leaders, managers, professionals and students with a mastery of analytics fundamentals.

Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out what we can do to help you acquire the analytics mastery you and your organization need to be successful in today’s data-driven global marketplace.

Learn Analytics Leadership From The Analytics Council of the Philippines

The Analytics Council of the Philippines was founded in December 2016.

Our mission is to serve as a forum for furthering the training, teaching and use of analytics across the Philippines.

Our mission statement and upcoming events will be posted soon.

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DMAIPH is a founding member of the Analytics Council of the Philippines and specializes in arming the Data-Driven Leader with the tools and techniques they need to build and empower an analytics centric organization. Analytics leadership requires a mastery of not just analytics skill, but also of nurturing an analytics culture.

We have guided thousands of Filipino professionals to become better analytics leaders. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to discuss a uniquely tailored strategy to ensure you are the top of your game when it comes to Analytics Leadership.

Small Business, Big Data

“Without big data, you are blind and deaf and in the middle of a freeway.” Geoffrey Moore – Author of Crossing the Chasm & Inside the Tornado.

Without analytics, your company is vulnerable. However, just owning analytics tools isn’t enough. Extracting value from your analytics investment requires sufficient staff, well-defined processes, a clear business strategy, and leadership support.

All the Data We Create Each Day

Think about some of the things you do in your daily life. You get up, you eat, go to work/school, shop, do something for entertainment, bank, go online and do things on social media. Everything you do generates data. That data is captured in countless ways. And then it’s stored in countless places. And analyzed by countless numbers of people. And then used in countless ways by businesses to market, design, advertise, build, sell, and so on.

Every time you check your phone to see if there are any updates on Facebook you generate a lot of data for your phone manufacturer, your service provider and Facebook itself. Everything you like or comment on can be turned into a data point. The time, place and length of your connection all provide useful data. Get the point? It’s endless.

That’s big data.

In general, big data is thought of as all the data businesses capture and store in a database that they can use for business decision-making.

When you think of data collections that have millions and millions of rows of data like big bank transaction data, or traffic data for major cities, or all the statistics captured everyday across professional sports. Way too much for man to analyze without help from technology. That’s all big data.

Every business defines its big data a little differently. There is no one way to look at how best to manage big data because big data is such a living, evolving, never ending flow of information. It’s like lakes of water that are too big to swim across and too deep to dive to the bottom of without help. And no two lakes are alike.

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Small Business Analytics – The field of small business analytics is just starting to blossom as companies are looking for more data-driven decision-making to prosper in the age of Big Data. DMAIPH is at the fore front of providing analytics training, consulting and outsourcing options to small businesses. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation on how to get more analytics in your small business.