OFW Recruitment Analytics = Zero Hits on Google

So in a few weeks I will be speaking at an event for OFW Recruitment Agency owners, managers and recruiters.

I didn’t expect to find much data on how analytics is used to measure effectiveness and to optimize the OFW recruitment process, but I was kinda hoping something might pop up.

So questions I’m hoping to find some insight into:

  1. Do agencies find value in retaining or re-contracting OFWs for additional employments?
  2. Do agencies use any analytics in their demographic profiling to recruiting certain types of OFWs from targeted geographic, social economic, religious, or live of education groups?
  3. Do agencies have data on how they stack up next to competitors who are filling similar requirements?
  4. Do agencies have internal business data that is used optimize operations.

My gut tells me although you’d hope I here yeses in response to these questions, most agencies would actually answer with a no.

Just on the off chance anyone knows of any studies, research projects or public data on analytics and OFW recruitment, thought I would share this.

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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.

Data Science and Big Data Analytics For Finance

Was recently asked to do a one hour talk on data science and big data analytics for Finance… so I created A Step By Step Process To Get More Value Out Of Your Finance and Accounting Data.

To get started, we will discuss at a high level what is analytics, big data and data science and how it can be used in Finance and Accounting to get more value out of all the numbers you have in your business.

Per Deloitte, “In today’s highly competitive business environment, companies need more from Finance than accurate financial statements and reports. They need forward-looking, predictive insights that can help shape tomorrow’s business strategy and improve day-to-day decision-making in real time. “

New IT applications and infrastructure such as big data technologies, predictive analytics, as well as modern mathematical methods are opening up new possibilities for gathering and processing large amounts of data and opportunities for generating value.

They keys to a sound data science and analytics approach to Finance include the following:

  • A Process for Using Big Data to Answer Business Questions
  • A Well Mapped Data Lake of all the Data Finance Needs
  • The Right Mix of Analytics Talent, Technique and Technology
  • A Top Down Embrace of an Analytics Centric Culture

By translating data into insights around financial statements and operations, the finance team can unlock and create new value. Being able to identify unrealized and often unexpected potential as well as quickly and decisively mitigating risk, data science and analytics can take your team to a new level of insight and performance.

This in turn supports the finance function to make better decisions by being able to understand what has happened and why, and then predict what may happen next. The end result is a strategy built on data and one with a much higher rate of success then ones based on intuition or gut feel.

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The Fundamental of Business Analytics – Business Analytics is the application of talent, technology and technique on business data for the purpose of extracting insights and discovering opportunities. DMAIPH specializes in empowering organizations, schools, and businesses with a mastery of the fundamentals of business analytics. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to find out how you can strengthen your business analytics fundamentals.

Analytics for Team Leads: Optimize Analytics & Data Science for More Efficient Operations and Engaged Employees

Join DMAIPH and Augment BPO in a two-day analytics training for Team Leads on August 22-23, 2017 in Ortigas! 

Learning Session Description

Every  organization is looking for a way to better understand what’s working and what’s not working in their operations. By using meaningful Big Data Analytics techniques, your leadership efforts can be greatly enhanced.

Learning Session Outline

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace.

With real-time operations metrics & reporting, we can finally know what’s happening in our business, with our employees and with our customers.

New technologies like social networks, data rich information systems and business intelligence applications are fundamentally changing the entire operations process.

The pressure to deliver results has never been greater. Team Leaders are now more than ever required to demonstrate the return on investment of their efforts are contributing to the bottom line.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making. This will result in both process efficiency and better return in investment in the operations of your business.

With the global demand for analytics-enabled talent booming and the coming threat of A.I. to the BPO industry, Team Leaders need a deep understanding of analytics.

Learning Session Objectives

  1. Apply Best Practice Techniques and Cutting Edge Technologies to Organize, Interpret, and Summarize Quantitative Data
  2. Create a Process to Analyze Data and Identify Patterns Not Apparent at First Glance
  3. Reduce “Analysis Paralysis” and Go from Hard Data to Well-Reasoned Conclusions in Less Time
  4. Understand the implications of Artificial Intelligence and Machine Learning in regards to the future of work in the Philippines.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • Managers, Supervisors and Team Leads
  • Business Analysts working as part of an Operations Team
  • Leaders who oversee business operations

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for Team Leaders and Managers to use both in the Philippines and across the region.

Session One – Domain Knowledge & Application:  Apply domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

  • Overview of Big Data, Analytics & Data Science in the Philippines
  • Cutting Edge Trends in Big Data
  • How to Apply an Analytics Process to Solving Business Problems

Session Two – Data Management & Governance: Develop and implement data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

  • The 5 V’s of Big Data
  • The 3 Tenants of Data Governance
  • Information Security Guidelines for Filipino Businesses

Session Three – Data Analytics Methods & Algorithms: Capture, clean and inspect data. Evaluate and implement data analytics to derive insights for decision making.

  • Data Warehouses and Data Lakes
  • Blending Data from Across the Organization
  • Cloud Computing and 24/7 Data Access

Session Four – Data Science Engineering Principles for Business Operations: Use analytics software and system engineering principles and modern computer technologies to share findings and tell data stories. Develop analytic processes to improve HR operations.

  • Analytics with Lean and Six Sigma
  • Getting IT: the 3’s I and the 3 T’s of Data
  • Data Science 101: How to Build a Data Science Team

Session Five: Computing Principles for Team Leads: Apply information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

  • Optimizing the use of MS Excel for Operations
  • Mangement Reporting
  • Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for Data Analytics: Apply and/or direct the application of statistical concepts and methodologies for data analysis including predictive analytics.

  • Predictive Analytics Case Study: Google’s Top Performer Model
  • Tying Management Reporting to Predictive Models
  • Group Exercise: Build a Top Performer Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

  • Competitor Landscapes and Demographic Profiles
  • BI Tools Demo: Tableau Public
  • Social Media Data

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a Business Dashboard prototype.

  • Data Visualization Guidelines
  • Group Exercise: Build a Business Dashboard Prototype
  • The Concept of Enchantment
  • Data Storytelling Case Study: The Best NBA Team of All Time

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

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Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH

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.

Help Me Pick an HR Analytics Topic…

I need your help. I am submitting a proposal to speak at an upcoming HR event being put on by my good friends at Ariva and need help determining which one sounds like the most interesting topic.

Option 1: Insightful HR: Integrating Quality Data towards Better Decisions

Most HR teams are surrounded by an almost limitless wealth of information locked inside business data. However, very few HR teams are consistently able to identify the right data at the right time and even fewer are able to integrate high quality data into the strategic decision-making process. The keys to data-driven decision-making are finding the right balance of analytics Talent, Technique and Technology. I will share a few of tips on how to align the 3 T’s in your business so that HR is able to empower data-driven decision making across the organization. For most HR teams, having good data is the easy part, distilling actionable insights is what makes all the difference

Learning Session Outline:

  1. Learn how to Identify the right data
  2. Discuss how to Inventory the data to gain actionable insights
  3. Discover how to Integrate the data insights into HR decision-making
  4. Unlock the analytics Talent needed for cutting edge HR Analytics
  5. Reveal key analytics Techniques to analyze the data
  6. Master the appropriate analytics Technology to optimize HR decision-making

 

Option 2: Driving Workforce Performance using Balanced Score Card Metrics and Analytics

Balanced Score Cards have been around since the 1990’s. HR teams across the globe have spent millions in trying to perfect ways to positively drive workforce performance based on metrics. So why is this still a topic of interest? Well, in most cases, it is because score cards and the metrics they report keep pointing us problems that are just not going away. Rising attrition, rampant job-hopping, and lower productivity are challenges we are all dealing with. In many cases, though the problem is not what we are reporting with our scorecards but the data we are populating them. As a whole, we are relying on metrics of the past to describe to us how we got here. What we need though is metrics of the future that accurately predict where we are going. I will share with you several of the metrics of the future I use for workforce reporting in my business and how we employ Predictive HR Analytics to optimize our scorecards.

Learning Session Outline:

  1. Discuss HR Metrics of the Past
  2. Learn about HR Metrics of the Future
  3. Discover how to use HR Predictive Analytics
  4. Design a Data-Driven Scorecard Template

 

Option 3: Strategic Problem-solving for Better Decision-making: Analytical and Critical Thinking in Motion

One of the biggest strategic challenges facing HR teams is transforming Big Data into actionable insights. The speed in which decision-makers need to act can often preclude the deep understanding of what value actual lies in the data. This causes misguided strategic planning and under informed decision-making across an organization. The best strategic solutions to quicker and more accurate decisions are found in a well rounded HR analytics approach. One that empowers critical thinking not just from the top, but down the ranks. Business Dashboards and Data Storytelling are two tools that should be used to quickly enable quick decisions in real time. I will show you how HR teams are able to keep one eye on strategic problem-solving while still taking care of daily challenges as they pop up.

Learning Session Outline:

  1. Discuss the challenges of HR Big Data
  2. Share HR Strategic Planning best practices
  3. Learn how to get Real Time HR Data
  4. Design HR Tactical Implementations using Analytics
  5. Align HR with Organization-wide Problem-Solving and Decision-Making

Let me know what you think asap!

Thanks!

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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.

Working on an Analytics Internship/OJT program…

400 Hour DMAIPH Data Science & Analytics OJT/Internship Program

The end goal is to develop a DSA strategy presentation for manager. Start out by getting to know the physical data environment, the tools being used and the main players in the business. Move on to assessing the maturity of the analytics culture and it’s use of DSA talent, techniques and technology. Design a business dashboard prototype and deliver a compelling data story to improve management reporting.

Three tracts for interns… HR Analyst, Business Analyst and Data Analyst.

Interns will spend 60% of the internship at the place of business and 40% of the internship in a classroom. This will facilitate the application of theory to real business data in order to help managers get a better idea of the what’s working and what’s nor when it comes to the data in their business.

Based on the APEC DSA Competencies which is close to being adopted by 20+ countries across Asia and the Pacific as a guide for current and future DSA training efforts.

 Week 1 – Fundamentals of DSA

  • APEC DSA Competencies
  • Company Background
  • How This Internship Works

Exercise: LinkedIn Profile

Company Deliverable: Company/Organization DSA Profiles

Week 2 – DSA in the Philippines

  • Putting Data into Context
  • Emerging Trends
  • Cultures of Innovation

Exercise: Glossary of Data

Company Deliverable: Defining Where the Cutting Edge Is

Week 3 – Data Management & Governance

  • Data Management Macro View
  • Data Governance
  • Information Security

Exercise: Data Survey

Company Deliverable: Info Security Risk Assessment

Week 4 – Data Analytics Methods & Algorithms

  • Data Management Micro View
  • The Right Data
  • Machine Learning

Exercise: Who’s Who of Data in the Business

Company Deliverable: Data MVPs

Week 5 – Data Science Engineering Principles

  • Data Map
  • Identify Right App
  • Feedback Loop

Exercise: A Visio Data Map

Company Deliverable: Map of Business Data Lake

Week 6 – Computing and Computational Thinking

  • MS Excel
  • Query Data
  • Programming Languages

Exercise: Top 10 Excel Tips Video

Company Deliverable: Top Ten Data Tips

Week 7 – Statistical Techniques

  • Getting IT
  • Analytics Maturity Model
  • Predictive Analytics Model

Exercise: Flight Risk Model

Company Deliverable: Results of Maturity Assessment

Week 8 – Operational Analytics

  • Management Reporting
  • Public Big Data
  • Business Dashboards

Exercise: Tableau Public Mock Up

Company Deliverable: Business Dashboard Prototype

Week 9: Data Visualization & Presentation

  • Data Visualization
  • Enchantment
  • Data Storytelling
  • Exercise: D.R.A.P.S
  • Company Deliverable: A Business Data Story

Week 10 – Final Project/DSA Strategy Presentation

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My goal is to create and promote a hybrid approach that offers both supplemental education and hands on experience. We need to get past the days of having OJT do data encoding or simple research projects… they need skills that they can apply day one.

They need it, we need it, the country needs it.

Any ideas or suggestions? This is just the first draft.

Hoping to roll this out in the next month or so.

Analytics Education – Facilitating a mastery of the fundamentals of analytics is what DMAIPH does best. As a key parnter of the Asia Pacific Economic Cooperation’s Project DARE initative, DMAIPH champions the use of using data. 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 data science and 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.

3 Key Tools Needed for HR Analytics: R, SPSS & Tableau

I get asked a lot about what are the best tools to use for HR Analytics. That is not really an easy question to answer as every company has needs a little different then every other company.

That said, the two most common in my experience with HR in the Philippines are R (including RStudio) and SPSS.

R is great for statistical analysis and visualization which is very suited to explore huge data sets.

It enables you to analyze and clean data sets with millions of rows of data. In addition, it lets you to visualize your data and analysis, like what you see below.

RStudio is an open source and enterprise-ready professional software package for R.

It basically does everything that R does, but has a friendlier user interface. The interface contains a code editor, the R console, an easily accessible workspace, and history and room for plots and files. You can take a look at an example of this below.

SPSS is one of the most commonly used HR analytics tools in social sciences. Thanks to its user-friendly interface you’re able to analyze data without having extensive statistical knowledge.

In addition, SPSS is often used within the field of social science. This means that a lot of HR professionals know how to use it, especially the ones with an interest in data.

Additionally, SPSS shares many similarities with Excel which makes it easier to work with.

Tableau is a business intelligence tool that is great at data visualization and business dashboards.

You can also learn to use Tableau to display data you process through SPSS to show results of predictive models.

So for companies looking take the dive into HR Analytics, these tools would give you a good base to inventory and analyze data using R, model it using SPSS and presenting it using Tableau

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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.

The Analytics Puzzle for Higher Education in the Philippines

When you look at the picture on the box of puzzle pieces, you generally think it won’t be so hard to fit all the pieces together. But then when you lay out all the pieces and connect them one by one it can often feel like a sense of this is a lot harder then I thought.

In many way, that’s how I feel about efforts to date regarding the teaching of Data Science and Analytics in the Philippines. The end product is clear, just about all the 2,000+ HIEs across the Philippines offering some level of DSA education to a wide range of students.

Everyone agrees that we need more education to meet both the high current demand and the expected huge future demand for DSA talent for both domestic and global consumption. We have seen a lot of awesome initiatives popping up trying to train educators to teach DSA subjects and have seen a number of industry-academe partnerships. CHED has even set aside significant resources to promote the training of faculty and the incentive to offer DSA programs.

So things are going well, but when you look at the simple math of how many educators need to be training in the very near future, some like me get a little concerned. Current programs train a few dozen here and maybe a few hundred there, bit by bit. But if you need thousands then current efforts are just going to come up short.

What we need is a unified front. Bringing together all the interested parties, many of whom are already working on this issue, is the only way to get to critical mass. By my estimation we should be looking at training 5,000 educators in the next 3 years. And a one week overview is just the start. To really become adept at teaching DSA, educators need an apprenticeship that lasts months to really learn the tools of the trade like data storytelling, business intelligence and predictive analytics.

And that is just the faculty… when you think about the 100,000s of students who need to taught DSA, you start to see that this puzzle is gonna take a lot more effort to complete then it may have looked like at first.

So thats where I am at now… both evangelizing and empowering. Raising awareness of what the puzzle looks like when solved and why we need to solve. And empowering to build collaborations to connect the pieces faster then each puzzle expert can work on their own.

And that is exactly why I started Augment BPO.

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Augment BPO. The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH Analytics Education – Facilitating a mastery of the fundamentals of analytics is what DMAIPH does best. As a key parnter of the Asia Pacific Economic Cooperation’s Project DARE initative, DMAIPH champions the use of using data. 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 data science and 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.

Analytics for HR Managers (2 Day Training)

Deploy Big Data Analytics Solutions to Align HR with Organizational Business Strategy

Learning Session Description

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

Learning Session Outline

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace. By using meaningful HR Analytics techniques, your recruitment and retention efforts can be greatly enhanced.

A recent Facebook job posting for HR Manager described the importance of Analytics for HR Managers. “We are looking for a visionary who gets excited about using data insights to drive HR related business decisions at all levels. The right candidate thrives on HR data, overseeing dynamic reporting and implementing actionable analysis within both HR and across the organization.”

New techniques like predictive analytics and data storytelling as well as new technologies like social networks, applicant tracking systems and business intelligence applications are fundamentally changing the entire talent management process from recruitment to retirement.

The pressure on HR Managers to deliver results has never been greater as they are required to demonstrate the return on investment being made into HR functions.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making across your HR organization from the top down.

Learning Session Objectives

  1. To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR & Recruitment Big Data.
  2. To be exposed to cutting edge technology being used in other companies to build HR & Recruitment business dashboards and design more powerful reports.
  3. To assess the current state of analytics in your HR & Recruitment process and build a strategy to empower the greater use of HR analytics in your organization.
  4. Understand the implications of Artificial Intelligence and Machine Learning in regards to HR functions.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • HR Managers and Recruitment Managers
  • Business Analysts working with HR and Recruitment teams
  • Senior Leaders who work closely with HR and Recruitment

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for HR Managers to use both in the Philippines and across the region.

Session One – HR Domain Knowledge & Application:  Apply HR domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

  • The Complexity of Multigenerational Workforces
  • Aligning the Brand between HR & Recruitment and Marketing
  • State of Data Science and Analytics in the Philippines

Session Two – Data Management & Governance: Understand data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

  • The 5 V’s of Big Data
  • The 3 Tenants of Data Governance
  • Following Data Privacy and Security Laws

Session Three – Data Analytics Methods & Algorithms: Appreciate the processes used to capture, clean and inspect data for HR & Recruitment. Evaluate and implement data analytics initiatives to derive insights for decision making.

  • Finding the Right Data at the Right Time
  • Data Warehouses and Data Lakes
  • Blending Data from Across the Organization

Session Four – Data Science Engineering Principles for HR: Use analytics software to share findings and tell data stories. Develop analytic processes to improve HR operations.

  • Getting IT: the 3’s I and the 3 T’s of Data
  • Data Science 101: How to Build a Data Science Team
  • Data Storytelling Case Study: The Best NBA Team of All Time

Session Five: Computing Principles for HR: Appreciate information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

  • Optimizing the use of MS Excel for HR and Recruitment
  • Defining KPIs Case Study: Google Project Oxygen
  • Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for HR Data Analytics: Direct the application of statistical concepts and methodologies for data analysis including predictive HR analytics.

  • Predictive Analytics Case Study: HP’s Flight Risk Model
  • Tying Management Reporting to HR Analytics Models
  • Group Exercise: Build a Flight Risk Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

  • Competitor Landscapes and Demographic Profiles
  • Overview of Business Intelligence Tools
  • BI Tools Demo: Tableau Public

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a HR Business Dashboard prototype.

  • Data Visualization Guidelines
  • Group Exercise: Build a Business Dashboard Prototype
  • The Concept of Enchantment

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

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Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH 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. 

APEC Data Science & Analytics Key Competency #4: Domain Knowledge and Application

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

By definition, a DSA professional can apply domain-related knowledge and insights to effectively contextualize data, achieved by practical experience (e.g. apprenticeships) and exposure to emerging innovations.

In my own experience, I knew Wells Fargo data like the back of my hand, but my domain knowledge would have easily allowed me to the same great things with other big banks. When I toyed with the idea of moving into the health services industry, it was obvious my skills would be useful but I had a lot ot learn about the domain knowledge of healthcare data.

Since, domain knowledge represents knowledge and insight that is unique to the organization or industry and that analysts need to consider when conducting any data project. Without this knowledge, analytics solutions may not entirely address the real business problem.

In my experience, domain knowledge about the data being analyzed can sometimes be acquired through exploration of the raw data.  Often, good analysts become subject experts just by playing with the data and asking questions to domain experts about the data.

Given the dearth of analytics talent in many areas, reality will dictate that a lot of data projects will have to be done without sufficient domain knowledge. However, most experts would agree the best results come when the ones using the data, know the data.

So, it behooves companies to invest more in educating and enabling internal resources then looking outside for DSA talent. My solution to this is to introduce apprenticeship programs where subject matter experts train current staff with high DSA affinity who are currently working in other roles.

As an example, there are likely thousands of current call center agents who have the aptitude to be analysts an data scientists, but never had the opportunity to of into DSA. Given they are already employees with proven track records of success, they would be much more likely to have the domain knowledge needed.

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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.

Philippines BPOs: Prepared To Stay On Top?

12523905_1094112590613600_4599398525089712302_nBy DMAIPH Analytics Intern Jacqueline Belmonte. 

The Philippines looks to remains the top Business Process Outsourcing (BPO) preference of companies around the world.

In fact, during 2016, the Contact Center Association of the Philippines (CCAP), the country’s Information Technology and Business Process Management (IT-BPM) sector projected that by 2017, the industry will provide more than 1.3 million jobs and over $25 billion revenue.

As of 2016, the industry employs 1.2M people and accounts for around 8% of Philippines’ GDP.  However, despite of  the continuous growth of the BPO, experts see a potential end to the growth of the industry.

In a study of Frost & Sullivan, low-skilled jobs in the outsourcing industry would decline by 28 percent within the next 6 years but will give rise to high-skilled outsourcing jobs by 2022.

By 2025, Pew Research Center survey expects robots and digital agents to replace a large number of BPO workers. “The Death of the Call Center”, Xerox’s worldwide survey revealed 42 percent of respondents said that call center will cease to exist but predicts the rise to “super-agent” who has high-tough and high value assistance to customers’ more complex problems.

The wide spread of robotic process automation (RPA) and artificial intelligence threatening to replace human agents is now the opportunity that companies under the BPO industry have been eyeing. For an instance, AI intelligence or the ability of machines to imitate human intelligence that get’s better through time and repetitive use is slowly changing the game.

A good example is Luvo, a virtual assistant that could assist customer problems such as lost or stolen bank cards and forgotten pin numbers. A startup founded by George Yang,  called AI Pros’, a voice-based natural language software, that can speak with customers using spoken English to pitch them a sale and only need human intervention when there are words that the system can’t understand  has shown an 80 percent increase in performance  of call centers. AI Pros’ is geared to help the BPO to cope with the AI threat by creating higher value jobs.

The alarming peril of the technological advancement to the BPO’s has also been recognized as a serious concern by the government. Senate Resolution No. 344 is the government’s response to maximize the  the development of AI technologies whilst acknowledging the possible negative impacts to jobs and employment in the country. With these, people seeking for employment are encouraged to take on the opportunities posed by the growth in software and mobile programming, cloud, analytics and other technical skills.

The bright side of this probable sunset of the BPO industry is that, companies and universities in the Philippines have responded positively through organizing events, trainings  and integrating growing industries such as analytics in the curriculum currently offered.

This initiative will create a highly skilled and competent pool of human resource that secures them against the threat of the downfall of the BPO industry. In addition, analytics training companies such as Decision-Making, Analytics & Intelligence Philippines (DMAIPH), BPO’s can be be guided as to how to slowly navigate from losing to winning  back the market.

Dr. Data_Analytics in the Philippines

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.

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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 to order the book. Take advantage of this unique global opportunity and get more analytics in your career or in your business.