Using Artificial Intelligence to Create Massive Success

I have the honor to be speaking at the San Diego Small Business Expo on September 27, 2019. My workshop will focus on how small businesses are using A.I. to create massive success.

One of the biggest myths of getting started with A.I. is that it is only for large companies. Many entrepreneurs and small business owners worry that A.I. is too complex, to expensive and will take too long to set up. But that is not the case.

During my workshop, we will discuss several applications of how you can prepare your business to get A.I. ready.

It all starts with have good data governance in place, to ensure your data is clean, easy to access and it’s use is not hindered across your business. We will also discuss how to identify business processes that you can automate in order to free you up to spend more time on growing the business. Finally we will cover cutting edge use of customer behavior influencers to maximize profits.

The bottom line, is that if your business is not already moving towards using A.I., you are at an increasingly perilous disadvantage. If you are not investing in this new technology, you can sure bet your competitors are.

It will be an amazing day, with over a dozen other small business experts and influencers offering their insights on how to hyper accelerate your success.

Oh and its Free to attend!!!

Daniel Meyer heads Sonic Analytics, an analytics advocacy with offices in Manila, the San Francisco Bay Area and as of February 2019, Ocala, FL. With over 20 years in Big Data, Dan is one of the most sought-after public speakers in Asia and offers big data coaching and analytics training seminarson both sides of the Pacific. Dan has also recently joined the Powerteam International family as a small business analytics resource speaker.

Sonic Analytics(www.sonicanalytics.com) brings big data analytics solutions like business intelligence, business dashboards and data storytelling to small and medium sized organizations looking to enhance their data-driven decision-making capabilities. We also advocate the use of analytics for civic responsibility through training, consulting and education.

As citizens of this great democracy, we need to look at the data (analytics), plan a course of action (strategy) and share our data-driven viewpoints (presentation). This approach to a data savvy work force starts in school. So, we started an internship program to empower our youth to use Analytics, plan Strategy and Present their insights… ASP!

When not training current and future analysts, you can find Dan championing the use of analytics to empower data-driven citizenship by volunteering his expertise with schools and non-profits dedicated to evidence-based social progress like Saint Leo University’s Women in STEAM 2020 Conference.

Advertisements

Meet the Founders of the AAP at the Big Data Conference on Nov 15 @ SM Aura

AAP Logo Option Vertical 5

Meet the Founders…
Daniel Meyer
Executive DirectorPresident and Founder of DMAIPH (Decision-Making, Analytics & Intelligence Philippines), an Analytics, consulting, training and outsourcing company with offices in Manila and the San Francisco Bay Area.He worked as a Senior Analytics Consultant for Wells Fargo Bank for 15 years. He provided executive management analytics for the bank’s remittance service including developing business dashboards, overseeing competitive intelligence gathering, managing data analytics outsourcing projects and facilitating audit and risk management.Catch him on:

  • Oct 18 – Gensan ICT Summit 2017 (SM Gensan)
  • Oct 18 – Data Night Gensan (Mabuhay I.T. Park, Gensan)
  • Oct 24
  • Oct 26-27 – HR Big Data & Predictive Recruitment Analytics
  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )
  • Nov 18 – For Generation Digital by Blogapalooza (City of Dreams)
  • Nov 21-22 – Big Data Analytics and Data Value Chain
  • Nov 23 – Philippines HR Group Summit 2017 (Sequoia Hotel, Quezon City)
  • Nov 24 – Digital Marketing Analytics
  • Nov 28-29 – Analytics for HR Managers (2nd Run)
  • Dec 4-5 – Big Data for 2018
Colin Christie
Governance & Membership ChairA serial entrepreneur, connector and collaborator. He currently serves as the Executive Director of Global Chamber® Manila, and is Dean & Director of Digital Transformation at Enderun Colleges. Colin serves as a President of the Board of Trustees of the Analytics Association of the Philippines (AAP.ph). Colin has practiced a life-long passion for embracing transformative technologies, spanning many industries, from manufacturing, to software, to healthcare and education. Colin is a graduate in Chemical Engineering from the University of California at Berkeley.Catch him on:

  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )
Karlo Panti
External Relations & Marketing ChairA Director of Global Production at QuintilesIMS responsible for mature markets and developed countries in the Asia Pacific and the Country Head of IMS Health Operations Center Philippines, Inc. serving as the President and Chairman. In addition, he is one of the founding members of the Analytics Association of the Philippines, serving in the Board of Trustees as the Head for External Relations.He has more than 16 years of experience in operations and service delivery, having managed large teams in different industries and geographies and migrated new business processes to the Philippines from different Fortune 500 companies.Karlo led teams servicing different verticals mainly in life sciences data analytics, insurance and healthcare, F&A, travel, transportation and logistics, high-tech, consumer and telecommunications.Throughout his career, he has improved the operational processes of different companies as a COPC Practitioner and a Six-Sigma Champion helping them grow their business with his involvement in sales, due diligence, transitions and migrations as well as automations and transformation projects.As a speaker and a facilitator, Karlo has shared his insights on leadership development, operational excellence, team building, business analytics and life sciences.Catch him on:

  • Oct 13 – 15th Philippine Institute of Industrial Engineers (PIIE) National Congress
  • Oct 25 – HIMSCON 2017
Dominic “Doc” Ligot
Research and Development ChairAn entrepreneur, software developer, trainer, and data consultant. Doc’s passions include advanced analytics, disruptive innovation, organizational change, and obtaining business value from data. He is the Founder and Managing Director of Cirrolytix Research Services which provides data and analytics support to small and medium enterprises and analytics freelancers in the Philippines.Doc teaches digital marketing analytics for the Certified Digital Marketer (CDM) program and financial analysis and management science for the American Academy of Financial Management (AAFM). Prior to becoming a tech entrepreneur, he was Asia Pacific Practice Partner for Advanced Analytics for big data analytics firm Teradata and previously held executive leadership positions at global banks HSBC and ANZ.Catch him on:

  • Oct 26-27 – Global CEM Summit Financial Services Singapore
  • Oct 21 – Bookkeepers Summit 2017
  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )

Brenda A. Quismorio

Education (Academe) Chair and Data Science and Analytics Framework Co-Chair

Dr. Brenda A. Quismorio has a combined fifteen years of experience in consulting, training, project management, process reengineering, application development and maintenance, quality management, and data services work for global firms such as Andersen Consulting (now Accenture) and Watson Wyatt Worldwide (now Willis Towers Watson) and local firms such as First Philippine Holdings and Aboitiz Transport Systems (now 2GO Group Inc.).Brenda joined the academe in 2010 as an Assistant Professor at the University of Asia and the Pacific. She spearheads the undergraduate specialization program in Business Analytics.

She is a founding member of the Analytics Association of the Philippines (AAP) and the Business Analytics Society of Educators (BASE). She forms part of the Advisory Group of the APEC Project DARE (Data Analytics Raising Employment). She is currently the Board Member and Chair of the Education-Academe Committee of the Analytics Association of the Philippines. She is a resource person of a number of professional organizations and training institutes on Business Analytics.   Brenda holds degrees from the University of the Philippines (Diliman) in BS Statistics, MBA, MS in Management and Phd in Business Administration with a dissertation on modeling financial extreme risks.

Catch her on:

  • Oct. 17-18 – 2017 BSP-UP Professorial Chair Lectures (Executive Business Center, BSP Complex)
  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )
Sherwin Pelayo
Data Science and Analytics Framework Chairhas been involved in strategic capability development initiatives at Accenture, IBM, and now at Pointwest Technologies Corporation. In this role, Sherwin has been responsible for defining strategies to initiate and expand key transforming digital services including identifying focus areas, defining competencies, building curricula, enabling practitioners, developing leads and opportunities, architecting solutions, and ensuring project delivery.His current focus is in Analytics and Experience Design. It is in the intersection of these two where Sherwin finds his passion–connecting the science of Analytics and the art of Human-Centered Design not only to bring data-inspired, user-driven solutions for business partners but also deliver greater, more impactful social innovation for the Philippines.Catch him on:

  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )
Dr. Eugene Rex L. Jalao
Education (Academe) and Research and Development Co-ChairAn Associate Professor of Analytics and Industrial Engineering in the University of the Philippines Diliman, Department of Industrial Engineering and Operations Research. He specializes in Decision Support Systems, Business Analytics Solutions, Data Mining, Optimization and Systems Simulation. He obtained his Ph.D. in Industrial Engineering from Arizona State University (ASU) in May 2013. Additionally, he obtained his Masters of Science in Industrial Engineering degree as well as his Bachelor of Science in Industrial Engineering from the University of the Philippines Diliman in 2009 and 2007 respectively. He was inducted into the Alpha Phi Mu, Industrial Engineering Honor Society in 2012.His ten years of work and research experience are in the fields of business analytics both here in the Philippines and in the United States of America, specifically in the Banking, FMCG, Manufacturing, Real Estate, Healthcare, Telecommunications and Information Technology industries. Also, he is the current director of the Business Analytics Certification Program of UP National Engineering Center. Furthermore, he was part of 50-person APEC team that drafted the Recommended Data Science and Analytics Competencies last May 2017 in Singapore. He is also a certified SAP ERP Materials Management consultant, a Matlab computing associate and an advocate of the R Programming language.Catch him on:

  • UP NEC Analytics Certification Training Modules
  • Oct 18 – 20 – Module C – Descriptive Analytics
  • Nov 22 – 24 – Module B – Data Warehousing
  • Dec 6 – 8 – Module D – Predictive Analytics
  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )

Michelle Alarcon

Education (Professional) Chair

With more than 20 years of IT consulting experience in the Philippines, US and Europe, she started her own consulting firm 4 years ago that specializes in analytics, her passion ever since she graduated with a degree in Statistics from the University of the Philippines. She trained on and practiced data mining in Spain for two years, and later on pioneered the Analytics Department of the largest local private bank in 2005.

In 2011, she was the Consulting Director for a top software company where she led a team of 150 consultants in implementing enterprise solutions for companies worldwide. Now as President and Managing Director of Z-Lift Solutions, she brings all these experiences to her clients as she defines their roadmap towards a smarter business with analytics, and enables them to make it part of their new culture as a data-driven organization. She is also the organizer of the R Users Group of the Philippines, a 4-year-old community that aims to promote the use of open source R for statistical programming in the country.

Catch her on:

  • Oct 18 – R Users Group (RUG-PH) Meetup (TIP Manila)
  • Oct 17 – Big Data and Analytics (Colegio de San Agustin)
  • Nov. 15 – Big Data Analytics Summit ( SMX Aura )
  • Nov 16 – RUG-PH Meetup (Manulife UP-Ayala Technopark)

Screen Shot 2017-10-02 at 4.25.28 PM

HR & Recruitment Analytics: Win The Talent War (Mar 28 in Ortigas)

Updated 11/19/16

It’s pretty clear to anyone who is paying attention that the current talent acquisition challenges facing BPO’s in the Philippines is getting worse at an alarming pace.

This trend is echoed across the planet as we have had a global failure in approaches to preparing the youth for the careers we need them to fill. There are several initiative underway in the Philippines to address this, but at this point its just a drop in the bucket when you look at the projections for talent with analytics skills, management potential and a strong work ethic.

war_for_talent

Check out our next training on March 14 in Ortigas. Here is the link >>>

I recently came across this post on LinkedIn that outlined 5 things that we need to work together to do to make sure the generation hitting the workforce now and especially the generation now in school, ready for prime time.

The talent shortage is particularly serious at the middle-management level as companies dither over how to develop high-potential entry-level employees into more senior roles within their organisations.

Solving it requires planning for the long-term and building a talent investment strategy into the corporate culture, which suggests that solving the talent shortage calls for new thinking, new approaches, and collaboration on an industry-wide scale.

Relying on the traditional education path – universities – to fill the talent needs won’t work because that will take years. We a faster solution – one that combines a multi-pronged approach, and one that is collaborative across all players in the business.

The article concludes with five ways of helping to solve the talent crisis threatening companies small and large all across the globe.

  1. Industry collaboration: Industry leaders joining forces to work with universities, colleges and trade associations to develop specific education programs to fill the expected openings.
  2. Expanded in-house and external education options: A growing number of firms are developing their own education programs making full use of senior existing internal expertise.
  3. Job rotation programs: A ‘talent exchange’ rotation to promote cross-functional development, which would also keep employee interest.
  4. Formalised knowledge transfer: Capturing people’s knowledge before it “literally walks out of the door” into retirement.
  5. Becoming an employer of choice: Taking steps to ensure that the company is an attractive place to work by providing competitive salaries linked to a valued career path.

img_0122

DMAIPH can help you by consulting with your management team on how to get ahead of the curve, by providing training to your team on how to optimize your talent acquisition an retention programs and/or by providing you with talent to fill your open positions.

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.

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.

Using Data To Recruit Better Candidates (Next Training Mar 28)

A few blog posts ago I mentioned 2 important recruitment analytics data points that can be used to help better understand attrition; distance to work and difficulty of commute. If a recruitment team has a way to use data on these two metrics in their screening process, they will be able to spend less time on high risk candidates and more time on candidates who have a much higher chance of sticking with the company.

It is not hard to start tracking these data points, as long as you have their home address, a general knowledge of traffic patterns and two very useful free  tools to help in your analysis. The free tools can be found at www.itouchmap.com and www.tableau.com/public

Based on the 50 Customer Care Analysts my team has hired for our 17 seat customer care team over the past 2.5 years, you can see some clear patterns when you look at their home addresses and commute on a map.

As you can see below, the majority of our candidates who turn into long term hires live closer to the office and along easier traffic routes. As a general rule, one direct ride (bus, train or shuttle) generally equates to stickiness of the candidate. Even some who live closer distance wise, but face multiple rides have a higher attrition rate than those who live a little further but have one ride. For example, taking a bus from the central part of Quezon City might be easier then 2-3 jeepney rides from Taugig, even though the distance from Taguig is much closer.

CS_Tbleu

The map, created in Tableau Public, is generated on knowing the latitude and longitude of their home address (from their resume), which can be looked on using itouchmap. The whole project took less then 2 hours to compile, organize and upload the data into Tableau, then seconds to build the map.

During our first year as we hired people from a wider range of places we had much higher attrition (65%), but as we matured as a business along with our understanding of these and other key metrics, our attrition has dropped significantly in the past year (28%).

As elaborated on more in detail in previous posts, distance to work and difficulty of commute are not on their own data points to be used to screen candidates, but when combined with their interview scores, test and assessment results and reference checks, you can have a much more well-rounded view of the candidate’s potential.

If you would like some help us setting up this same process of capturing distance to work and difficulty of commute and building a map to visualize them, feel free to reach out to me. I have a book, this blog, lots of training materials and I speak about analytics frequently. I’m here to help.

Our next training is March 14 in Ortigas, click here to learn more >>>

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

jobspicture2

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

#IamDMAIPH

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.

Introduction to Recruitment Analytics

A standard definition of Recruitment Analytics is simply the metrics and analysis that relates to recruiting in a business.

However, we all know it’s actually a lot more challenging in practice.

When did you start first thinking about analytics in your recruitment process?

From my experience very few recruitment professionals actually have a solid grasp of how to use the data in their business to drive recruitment related decision-making.

Adding to the lack of analytics knowledge, we have new technologies like social networks, applicant tracking systems and business intelligence applications that are fundamentally changing the entire recruitment process from sourcing to placement.

What are some of the recent technological changes you have seen in recruitment? Are you using technology to your advantage?

Most of your peers are not. Based on my observations and interactions I’d say only about 20% of companies currently operating in the Philippines are using anything beyond MS Excel to manage their talent pipeline.

This is true even though the pressure to deliver results has never been greater.

Recruitment managers are now more than ever required to demonstrate the return on investment their efforts are contributing to the bottom line.

Now we are starting to see a wide spread interest in bringing more analytics into the recruitment process.

Are you expected by your boss to find ways to use analytics to bring about change with recruitment in your organization?

Every recruiting organization is looking for a way to better understand what’s working and what’s not working in their recruiting strategy.

With real-time recruitment metrics & reporting, we can finally know what’s happening in our pipelines and what channels provide us with most qualified candidates.

I often say recruitment here in the Philippines is one of the hardest jobs on the planet. Given the great demand for skilled labor and the lack of day one ready talent, there is just not enough supply to go around.

So wondering where do you start?

Some of the typical questions we all start out with when we think about analytics and recruitment include:

What metrics are important to my organization?

  • What are the metrics which enable me to measure my team’s effectiveness?
  • Which tool should I use to have better analytics?
  • How can I understand the ROI (return on investment) of my recruiting efforts?

If you are ready to answer these questions, then connect with me and we will provide you with An Introduction to Recruitment Analytics.

jobspicture2

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 on which of our DMAIPH analytics training solutions is best for you.

 

 

 

I Have Always Admired People Who Have “Grit”!

DMAIPH hires, refers and connects Filipino analytics talent. The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Working with DMAIPH to find work, hire analytics talent or set up analytics teams will ensure you are tapped into the best of the best when it comes to analytics in the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out how to take advantage of this booming opportunity.

In short we are looking for a people who have grit!

http://www.forbes.com/sites/margaretperlis/2013/10/29/5-characteristics-of-grit-what-it-is-why-you-need-it-and-do-you-have-it/

jobspicture2

Came across this interesting Forbes article. What makes up “grit”?

1. Courage

2. Conscientiousness 

3. Follow Through

4. Resilience

5. Excellence

Yeah, I got those. 🙂

So do most of the people who I surround myself with.

Grit is something that got me to where I am and will get me to where I’m going.

Do you have grit?

DMAIPH specializes in arming the Data-Driven Leader with the tools and techniques and the grit 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.

The Analytics of Project Measurement

Peter Drucker perfectly summed up why big corporations rely so heavily on analytics when he said “What gets measured, gets managed.”

A successful analyst is able to remove the noise when analyzing data and isolate what matters to his or her organization.

With most companies collecting large amounts of data, you need to be both talented and disciplined to pinpoint key insights that can yield value.

In the corporate world, business analytics is widely use to track, analyze and report Key Performance Indicators (KPIs).

KPIs are rolled up to senior leadership to drive business strategy, identify and mitigate risk and to optimize operational productivity.

This approach is very similar to the way projects in the Measurement and Evaluation are tracked, analyzed and reported.

I would define measurement simply as the act of measuring to ascertain the impact, size, level of success, etc. of a specific data set.

There are many components to measuring projects making sure the project is on schedule, stays in scope, is not over budget, the quality of work is up to par, the end goal of the project remains relevant, and finally if the project is ultimately deemed a success.

A foundation in analytics will contribute to a more optimal and efficient process of measurement. Like businesses do with KPIs, you should start will identifying that are the key measurements your project will be judged on.

Once you know those data points, then figure out how to collect them, analyze them, and report them.

IMG_6912

At each step you can look for new data, validate existing data and blend data from other sources to add value to your measurement efforts.

Once you get to the reporting phase you can look for cutting edge techniques in data visualization and interactive reporting like dashboards to help educate and empower your audience.

That is how it is done in the corporate world where business analysts boil down massive amounts of big, often unstructured data into a few bullet points that allow decision-makers to take action.

When it comes to the Measurement of Project Evaluation, understanding various analytics solutions can make all the difference.

Analytics Education – Facilitating a mastery of the fundamentals of analytics is what DMAIPH does best. All across the world, companies are scrambling to hire analytics talent to optimize the big data they have in their businesses. We can empower students and their instructors with the knowledge they need to prepare for careers in analytics. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can set a guest lecturer date, On-the-Job Training experience or other analytics education solution specifically tailored to your needs.