You may not need big data after all
•Download as PPTX, PDF•
0 likes•57 views
This presentation analyzes the HBR Article "You May Not Need Big Data After All" by Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras.
Report
Share
Report
Share
Recommended
You may not need big data after all
While big data is hyped, most companies don't effectively use the data they already have. To benefit from data, a company must first develop a culture of evidence-based decision making. This involves establishing a single source of performance data, providing real-time feedback, explicitly managing business rules based on facts, and coaching employees on data-driven decisions. Only then will a company be positioned to leverage large datasets like big data.
You may not need big data after all
The document discusses how companies do not need big data to make good decisions, but rather should empower employees to use smaller, more accessible data. It recommends that companies (1) delegate responsibilities to employees and trust them to make decisions using various data sources close to their work, (2) agree on a single source of truth for uniform data presentation, (3) use regular scorecards to provide performance feedback, (4) explicitly manage business rules to understand their impact, and (5) coach employees to shift from instinct to evidence-based decision making using the data available to them. This gradual cultural shift can spread effective data use throughout most roles in an organization.
When Everyone Talks At Once, But Leaders Still Know What To Do
When it comes to strategy, business mirrors a war zone. CSOs and strategy consultants are the generals, and in order to know how to act, they need to collect information from every sector of their organizations. The problem is: how can they do so effectively, when every sector of a business communicates with its own signals? Leaders today need to be able to collect information quickly and without bias, but they also need depth, validity, and repeatability. Here we discuss methods for ensuring that comprehensive data is collected and connected in a way that results in meaningful organizational intelligence.
Stop Searching for That Elusive Data Scientist
The document discusses finding data scientists for organizations. It recommends that organizations find people within who have basic logical and data skills, rather than trying to hire "unicorns". It also suggests that organizations form small, cross-functional teams focused on delivering measurable benefits from data in short periods to build data capabilities. These teams may be less skilled than a single data scientist but learn from each other and show what can be achieved with data. The document stresses the importance of understanding data science principles to ask the right questions of data and help managers predict outcomes.
[9Lenses + CSC] – Transforming the Way you Discover Organizational Insights
Incite Discovery through scaled insight discovery. This is the presentation Edwin Miller, CEO, 9Lenses made along with Jerry Overton, Head of Advanced Analytics Research in CSC’s ResearchNetwork and founder of CSC’s FutureTense competency. This presentation was made on December 2nd, 2014 at the Innovation Enterprise’s Chief Innovation Officer Summit, in New York City.
Edwin advocated for the automation of the middle-management layer of a business so that machine learning can more rapidly connect all the complexities of a business.
Jerry Overton spoke about how Data Science + Human Data allows companies to simulate new business models.
You may not need big data after all
The document discusses how big data is not always necessary and provides several recommendations. It notes that while there is a lot of data available, it can create confusion if not separated by customer preferences. Rather than being fully dependent on data analytic tools, companies should use a mix of logical thinking and small amounts of past data. The document recommends empowering employees, forming a single reference system, accepting initial failures when implementing new systems, generating value from little data, developing an acceptance culture, reviewing processes to identify mistakes, focusing on teamwork, and enhancing profitability.
Creating a Data-Driven Organizational Culture
The document discusses how to change an organization's culture without causing disruption. It recommends being clear about the direction of change, understanding what motivates employees, and showing them the path forward while anticipating potential issues. It also suggests celebrating small victories, empowering discovery and experimentation among employees, and repeating the process of learning and improvement.
Data lies?
2 key takeaways on the TED talk "What do we do with all this big data?" by Susan Etlinger and their implications on Managers
Recommended
You may not need big data after all
While big data is hyped, most companies don't effectively use the data they already have. To benefit from data, a company must first develop a culture of evidence-based decision making. This involves establishing a single source of performance data, providing real-time feedback, explicitly managing business rules based on facts, and coaching employees on data-driven decisions. Only then will a company be positioned to leverage large datasets like big data.
You may not need big data after all
The document discusses how companies do not need big data to make good decisions, but rather should empower employees to use smaller, more accessible data. It recommends that companies (1) delegate responsibilities to employees and trust them to make decisions using various data sources close to their work, (2) agree on a single source of truth for uniform data presentation, (3) use regular scorecards to provide performance feedback, (4) explicitly manage business rules to understand their impact, and (5) coach employees to shift from instinct to evidence-based decision making using the data available to them. This gradual cultural shift can spread effective data use throughout most roles in an organization.
When Everyone Talks At Once, But Leaders Still Know What To Do
When it comes to strategy, business mirrors a war zone. CSOs and strategy consultants are the generals, and in order to know how to act, they need to collect information from every sector of their organizations. The problem is: how can they do so effectively, when every sector of a business communicates with its own signals? Leaders today need to be able to collect information quickly and without bias, but they also need depth, validity, and repeatability. Here we discuss methods for ensuring that comprehensive data is collected and connected in a way that results in meaningful organizational intelligence.
Stop Searching for That Elusive Data Scientist
The document discusses finding data scientists for organizations. It recommends that organizations find people within who have basic logical and data skills, rather than trying to hire "unicorns". It also suggests that organizations form small, cross-functional teams focused on delivering measurable benefits from data in short periods to build data capabilities. These teams may be less skilled than a single data scientist but learn from each other and show what can be achieved with data. The document stresses the importance of understanding data science principles to ask the right questions of data and help managers predict outcomes.
[9Lenses + CSC] – Transforming the Way you Discover Organizational Insights
Incite Discovery through scaled insight discovery. This is the presentation Edwin Miller, CEO, 9Lenses made along with Jerry Overton, Head of Advanced Analytics Research in CSC’s ResearchNetwork and founder of CSC’s FutureTense competency. This presentation was made on December 2nd, 2014 at the Innovation Enterprise’s Chief Innovation Officer Summit, in New York City.
Edwin advocated for the automation of the middle-management layer of a business so that machine learning can more rapidly connect all the complexities of a business.
Jerry Overton spoke about how Data Science + Human Data allows companies to simulate new business models.
You may not need big data after all
The document discusses how big data is not always necessary and provides several recommendations. It notes that while there is a lot of data available, it can create confusion if not separated by customer preferences. Rather than being fully dependent on data analytic tools, companies should use a mix of logical thinking and small amounts of past data. The document recommends empowering employees, forming a single reference system, accepting initial failures when implementing new systems, generating value from little data, developing an acceptance culture, reviewing processes to identify mistakes, focusing on teamwork, and enhancing profitability.
Creating a Data-Driven Organizational Culture
The document discusses how to change an organization's culture without causing disruption. It recommends being clear about the direction of change, understanding what motivates employees, and showing them the path forward while anticipating potential issues. It also suggests celebrating small victories, empowering discovery and experimentation among employees, and repeating the process of learning and improvement.
Data lies?
2 key takeaways on the TED talk "What do we do with all this big data?" by Susan Etlinger and their implications on Managers
Measure and analytics infograhic
The document discusses the importance of measuring the right metrics and using analytics to focus on what is important for the organization. It recommends measuring leading indicators to focus on activities connected to objectives, using values and behaviors to guide decision-making, and unlocking the link between people and performance to help the organization's future success. Measuring and analyzing the right data about employees can improve performance, engagement, and decision-making.
Stop searching for that elusive data scientist
An assignment for an internship on Data Analytics with Managerial Applications under Professor Sameer Mathur, IIM Lucknow
How To Use Psychology-Based Marketing to Drive Online Response
The document outlines Nancy Harhut's presentation on using psychology-based marketing to increase online engagement and ROI. The presentation covers 7 scientifically-proven principles that drive automatic human behaviors, including decision-making shortcuts, the reciprocity principle, availability bias, social proof, the magnetic middle, the scarcity principle, and storytelling. Attendees will learn how to apply these principles through easy prompts to increase customer acquisition for their products and services.
Making advanced analytics work for you
this presentation is all about how to have decisions based on your data and how to make customer happy
Process Deviance: Process Improvement from within
This document discusses the concept of positive deviance and using evidence-driven processes to find success within one's own organization. Positive deviance refers to practices that show better performance under the same conditions as comparable practices. The document advocates shifting from "fixing errors" to "rewarding and learning from the best." It provides an example of how positive deviance was used in bakeries to identify higher performing stores and determine root causes of their success that could be applied elsewhere, such as creative deviations from standardized processes. The document encourages organizations to identify their own positive deviants to drive process innovation from within.
Employee engagement case study
This Queensland organization was experiencing low employee morale and productivity due to uncertainty from a recent privatization. Confiance surveyed employees and held focus groups to understand issues. They also held workshops with leaders to discuss actions to improve engagement. Confiance recommended increased leadership presence across sites, and forming a team with cross-level representation to generate buy-in for changes. Quick initiatives addressed immediate frustrations. Improved communication informed employees and rebuilt trust, allowing the organization to move forward united.
Analysis of "A leader's guide to data analytics - Florian Zettelmeyer"
Florian Zettelmeyer discusses the importance of analytical thinking skills over technical skills. He provides four guidelines for effective analytics: 1) Start with understanding the business problem; 2) Understand how the data was generated; 3) Leverage domain expertise to interpret results; and 4) Have a culture where established ideas can be questioned based on data, not just assumptions. The document also discusses the relevance of these concepts for Indian managers, noting analytics can help decision-making if managers have some data science knowledge to ensure quality and prevent faulty assumptions.
HR Sitting on a BIG data gold mine?
This document discusses how companies can leverage big data and analytics. It notes that big data allows companies to (1) measure and manage business more precisely than ever before, (2) make better predictions and smarter decisions, and (3) target more effective interventions in areas previously dominated by intuition rather than data. The document highlights how big data provides volume, velocity, and variety of data that can power social network analysis, sentiment analysis, visualization, disaggregation, and predictive analytics to drive data-driven decisions. However, it cautions that simply knowing information from data is not enough and companies must act on those insights.
Data is Worthless if You Don’t Communicate It
This document discusses the importance of effectively communicating data and insights from data analysis. It notes that data is worthless if not communicated, and that research findings will not speak for themselves and need to be disseminated through various outlets. Some key ways to communicate about data analysis projects are outlined, including understanding the business problem, measuring impact, available data, hypotheses, solutions, and impact of solutions. The document stresses that audiences care most about results and implications, so the communication should tell a good story with the data. Managers especially need to better understand and communicate quantitative analysis and what the numbers mean.
The bite-size revolution
As the need to attract, retain and grow talent moves to the top of the strategic agenda, L&D has the chance to become as vital to business as finance or marketing.
In the new world, L&D needs to be about value not cost; outcomes not activity; proven contribution to the business not audience delight.
Traditional development solutions are either custom or off-the-shelf – the first is slow to create, expensive and lacks responsiveness; the latter tends not to be fit for purpose, a one-size approach that fits no-one.
What do we do with all this big data- A ted talk
Big data provides insights if analyzed properly, but static facts alone are not enough. Big data should continue expanding with deeper data in multiple metrics to ensure precision and relevance. While big data can manipulate numbers for business, it also has applications improving humanity, health, communities and the environment. Managers must carefully select analysts who can make meaningful insights from large amounts of irrelevant data, prioritizing critical thinking. For managers in India, continually analyzing feedback from big data can help tailor products and services to keep customers happy while accounting for the country's diversity in dynamic facts.
Analysis of "Are you Data Driven by Thomas C. Redman"
This presentation is created during Data Analytics Internship under Prof. Sameer Mathur, IIM Lucknow.
Day 3 week 4
The document discusses the limitations of people analytics and data analysis. It notes that while past data can be used to predict future performance, correlations in data may only appear significant due to noise rather than real signals. Additionally, the metrics most readily available may not be the most important for measuring success. Managers should understand that data provides predictions, not outcomes, and use those predictions to make optimistic decisions for the future based on past trends, while recognizing the inherent uncertainties in any data analysis.
Generating Business Value thro’ Integrating Data Analysis into planning and...
Data analysis is the lifeline of any business. No business can survive without analyzing available data. Whether one wants to arrive at some marketing decisions or fine-tune new product launch strategy or compute process capability or predicate future trends or breakdown a big issue into smaller but manageable issues; data analysis is the key to all the problems.
Adaptive Design Kata: An Improvement and a Leadership Kata (FINAL)
Presented June 15, 2021 by Dr. John Kenagy as part of the KaiNexus Continuous Improvement Webinar series.
The Objective: Scientifically develop leaders at all levels to deliver exactly what patients and/or customers need at continually lower cost – low risk, high reward, fast.
Kata Learning Objectives – Know why and how:
1. Conventional, data-driven leadership and management systems, projects, consultants, and technologies fail in complex, dynamic, unpredictable work.
2. Adaptive Design (AD) Kata improves standardized work in real-time.
3. AD Kata Leaders use the Scientific Method to improve at all levels: frontline to C-Suite
4. The people on AD Kata Teams discover, adapt, and improve as part of their daily work
5. AD Kata Leaders continuously replicate and scale results, success, trust, and optimism appropriate to their level and without waste of any resource
(c) 2021, John W. Kenagy, MD. Adaptive Design and Ideal Patient Care are registered trademarks of John Kenagy
Dr. John Kenagy
Dr. Kenagy knows healthcare as a vascular surgeon, executive, academic researcher, author, and innovator. But his most meaningful experience was as a patient following a critical injury. He discovered his survival depended on the efforts of dedicated, highly trained individuals working in an unpredictable, conflicted system (the current healthcare Kata). As a Visiting Scholar at Harvard Business School, his research translated Leading Indicator Systems from resilient companies like Toyota, Apple, Intel and Amazon to healthcare. His discovery: our solutions are designed-to-adapt Kata’s from leadership to the point of care.
What is business agility?
Agile methods are becoming norm as the new working paradigm in our VUCA (volatile, uncertain, complex and ambiguous) world.
Organizations and teams are redesigning how they work in response to change or disruption in their market, as well as the need to gain competitive advantage through digital innovation or an enriched customer experience. The implications of Agile for Human Resources (HR) are huge and without shifting our existing HR processes, adoptability of agile become challenge.
It’s not about managing resources but rather managing people. Agile HR transforms the fundamental principles of HR to into People Operations leading Agile, digital and networked organizations. The aim is to build a shared value between your customers, business and people by:
Adopting a Mindset and a Culture – Embracing the Agile mindset within HR and people practices to incrementally deliver value to your customer
Co-create among the Organization – Applying Agile techniques, like Scrum and Kanban, to self-organize, experiment and co-create directly with your people.
Structure an organisation for connection, not control to empower people to give and do their best.
Are you data driven
The document discusses the traits of data-driven organizations and managers. It states that data-driven managers make better decisions by conducting experiments, recognizing varying decision criteria, and learning from mistakes. They also push decision making down the organization to build responsibility and free up senior time. Furthermore, data-driven organizations invest in quality data, constantly reevaluate decisions, and cultivate trusted data sources and skills.
How to Measure and Improve Employee Engagement - A Qualtrics Case Study with ...
This document discusses how Qualtrics helps companies measure and improve employee engagement through surveys. It provides examples of how Sanford Health, a large healthcare organization, uses Qualtrics surveys to gain insights into engagement among its 26,000 employees. The surveys have helped Sanford Health identify engagement drivers, create manager dashboards, and see correlations between engagement and patient satisfaction that have significant financial impacts. Qualtrics provides tools to easily conduct surveys, analyze open-ended responses, and generate real-time reporting dashboards.
Designing for Resilience
How do you boost resilience in adolescents & young adults (AYA) with cancer? Hopelab combines science+design to tackle these complex problems and built a chatbot to do just that.
Gaming Saved the World
The challenge - you're mission is to the save the world using games. Does it work? Can it solve problems? It is already happening? Discover how you can transform your life and business using games.
You may not need big data after all
The document discusses how companies can better utilize data and analytics to support decision making rather than focusing primarily on acquiring more data. It argues that most companies do not effectively use the data they already have. To leverage data, companies need to adopt evidence-based decision making as a cultural shift. This involves establishing single data sources, providing real-time feedback to decision makers, explicitly defining and updating business rules based on facts, and coaching employees who make regular decisions. Empowering employees to make decisions based on data analysis, like at Seven-Eleven Japan, can provide competitive advantages if companies learn to effectively capture, analyze, and act on data.
You may not need big data after all
Analysis of "You May Not Need Big Data After All" by Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras
More Related Content
What's hot
Measure and analytics infograhic
The document discusses the importance of measuring the right metrics and using analytics to focus on what is important for the organization. It recommends measuring leading indicators to focus on activities connected to objectives, using values and behaviors to guide decision-making, and unlocking the link between people and performance to help the organization's future success. Measuring and analyzing the right data about employees can improve performance, engagement, and decision-making.
Stop searching for that elusive data scientist
An assignment for an internship on Data Analytics with Managerial Applications under Professor Sameer Mathur, IIM Lucknow
How To Use Psychology-Based Marketing to Drive Online Response
The document outlines Nancy Harhut's presentation on using psychology-based marketing to increase online engagement and ROI. The presentation covers 7 scientifically-proven principles that drive automatic human behaviors, including decision-making shortcuts, the reciprocity principle, availability bias, social proof, the magnetic middle, the scarcity principle, and storytelling. Attendees will learn how to apply these principles through easy prompts to increase customer acquisition for their products and services.
Making advanced analytics work for you
this presentation is all about how to have decisions based on your data and how to make customer happy
Process Deviance: Process Improvement from within
This document discusses the concept of positive deviance and using evidence-driven processes to find success within one's own organization. Positive deviance refers to practices that show better performance under the same conditions as comparable practices. The document advocates shifting from "fixing errors" to "rewarding and learning from the best." It provides an example of how positive deviance was used in bakeries to identify higher performing stores and determine root causes of their success that could be applied elsewhere, such as creative deviations from standardized processes. The document encourages organizations to identify their own positive deviants to drive process innovation from within.
Employee engagement case study
This Queensland organization was experiencing low employee morale and productivity due to uncertainty from a recent privatization. Confiance surveyed employees and held focus groups to understand issues. They also held workshops with leaders to discuss actions to improve engagement. Confiance recommended increased leadership presence across sites, and forming a team with cross-level representation to generate buy-in for changes. Quick initiatives addressed immediate frustrations. Improved communication informed employees and rebuilt trust, allowing the organization to move forward united.
Analysis of "A leader's guide to data analytics - Florian Zettelmeyer"
Florian Zettelmeyer discusses the importance of analytical thinking skills over technical skills. He provides four guidelines for effective analytics: 1) Start with understanding the business problem; 2) Understand how the data was generated; 3) Leverage domain expertise to interpret results; and 4) Have a culture where established ideas can be questioned based on data, not just assumptions. The document also discusses the relevance of these concepts for Indian managers, noting analytics can help decision-making if managers have some data science knowledge to ensure quality and prevent faulty assumptions.
HR Sitting on a BIG data gold mine?
This document discusses how companies can leverage big data and analytics. It notes that big data allows companies to (1) measure and manage business more precisely than ever before, (2) make better predictions and smarter decisions, and (3) target more effective interventions in areas previously dominated by intuition rather than data. The document highlights how big data provides volume, velocity, and variety of data that can power social network analysis, sentiment analysis, visualization, disaggregation, and predictive analytics to drive data-driven decisions. However, it cautions that simply knowing information from data is not enough and companies must act on those insights.
Data is Worthless if You Don’t Communicate It
This document discusses the importance of effectively communicating data and insights from data analysis. It notes that data is worthless if not communicated, and that research findings will not speak for themselves and need to be disseminated through various outlets. Some key ways to communicate about data analysis projects are outlined, including understanding the business problem, measuring impact, available data, hypotheses, solutions, and impact of solutions. The document stresses that audiences care most about results and implications, so the communication should tell a good story with the data. Managers especially need to better understand and communicate quantitative analysis and what the numbers mean.
The bite-size revolution
As the need to attract, retain and grow talent moves to the top of the strategic agenda, L&D has the chance to become as vital to business as finance or marketing.
In the new world, L&D needs to be about value not cost; outcomes not activity; proven contribution to the business not audience delight.
Traditional development solutions are either custom or off-the-shelf – the first is slow to create, expensive and lacks responsiveness; the latter tends not to be fit for purpose, a one-size approach that fits no-one.
What do we do with all this big data- A ted talk
Big data provides insights if analyzed properly, but static facts alone are not enough. Big data should continue expanding with deeper data in multiple metrics to ensure precision and relevance. While big data can manipulate numbers for business, it also has applications improving humanity, health, communities and the environment. Managers must carefully select analysts who can make meaningful insights from large amounts of irrelevant data, prioritizing critical thinking. For managers in India, continually analyzing feedback from big data can help tailor products and services to keep customers happy while accounting for the country's diversity in dynamic facts.
Analysis of "Are you Data Driven by Thomas C. Redman"
This presentation is created during Data Analytics Internship under Prof. Sameer Mathur, IIM Lucknow.
Day 3 week 4
The document discusses the limitations of people analytics and data analysis. It notes that while past data can be used to predict future performance, correlations in data may only appear significant due to noise rather than real signals. Additionally, the metrics most readily available may not be the most important for measuring success. Managers should understand that data provides predictions, not outcomes, and use those predictions to make optimistic decisions for the future based on past trends, while recognizing the inherent uncertainties in any data analysis.
Generating Business Value thro’ Integrating Data Analysis into planning and...
Data analysis is the lifeline of any business. No business can survive without analyzing available data. Whether one wants to arrive at some marketing decisions or fine-tune new product launch strategy or compute process capability or predicate future trends or breakdown a big issue into smaller but manageable issues; data analysis is the key to all the problems.
Adaptive Design Kata: An Improvement and a Leadership Kata (FINAL)
Presented June 15, 2021 by Dr. John Kenagy as part of the KaiNexus Continuous Improvement Webinar series.
The Objective: Scientifically develop leaders at all levels to deliver exactly what patients and/or customers need at continually lower cost – low risk, high reward, fast.
Kata Learning Objectives – Know why and how:
1. Conventional, data-driven leadership and management systems, projects, consultants, and technologies fail in complex, dynamic, unpredictable work.
2. Adaptive Design (AD) Kata improves standardized work in real-time.
3. AD Kata Leaders use the Scientific Method to improve at all levels: frontline to C-Suite
4. The people on AD Kata Teams discover, adapt, and improve as part of their daily work
5. AD Kata Leaders continuously replicate and scale results, success, trust, and optimism appropriate to their level and without waste of any resource
(c) 2021, John W. Kenagy, MD. Adaptive Design and Ideal Patient Care are registered trademarks of John Kenagy
Dr. John Kenagy
Dr. Kenagy knows healthcare as a vascular surgeon, executive, academic researcher, author, and innovator. But his most meaningful experience was as a patient following a critical injury. He discovered his survival depended on the efforts of dedicated, highly trained individuals working in an unpredictable, conflicted system (the current healthcare Kata). As a Visiting Scholar at Harvard Business School, his research translated Leading Indicator Systems from resilient companies like Toyota, Apple, Intel and Amazon to healthcare. His discovery: our solutions are designed-to-adapt Kata’s from leadership to the point of care.
What is business agility?
Agile methods are becoming norm as the new working paradigm in our VUCA (volatile, uncertain, complex and ambiguous) world.
Organizations and teams are redesigning how they work in response to change or disruption in their market, as well as the need to gain competitive advantage through digital innovation or an enriched customer experience. The implications of Agile for Human Resources (HR) are huge and without shifting our existing HR processes, adoptability of agile become challenge.
It’s not about managing resources but rather managing people. Agile HR transforms the fundamental principles of HR to into People Operations leading Agile, digital and networked organizations. The aim is to build a shared value between your customers, business and people by:
Adopting a Mindset and a Culture – Embracing the Agile mindset within HR and people practices to incrementally deliver value to your customer
Co-create among the Organization – Applying Agile techniques, like Scrum and Kanban, to self-organize, experiment and co-create directly with your people.
Structure an organisation for connection, not control to empower people to give and do their best.
Are you data driven
The document discusses the traits of data-driven organizations and managers. It states that data-driven managers make better decisions by conducting experiments, recognizing varying decision criteria, and learning from mistakes. They also push decision making down the organization to build responsibility and free up senior time. Furthermore, data-driven organizations invest in quality data, constantly reevaluate decisions, and cultivate trusted data sources and skills.
How to Measure and Improve Employee Engagement - A Qualtrics Case Study with ...
This document discusses how Qualtrics helps companies measure and improve employee engagement through surveys. It provides examples of how Sanford Health, a large healthcare organization, uses Qualtrics surveys to gain insights into engagement among its 26,000 employees. The surveys have helped Sanford Health identify engagement drivers, create manager dashboards, and see correlations between engagement and patient satisfaction that have significant financial impacts. Qualtrics provides tools to easily conduct surveys, analyze open-ended responses, and generate real-time reporting dashboards.
Designing for Resilience
How do you boost resilience in adolescents & young adults (AYA) with cancer? Hopelab combines science+design to tackle these complex problems and built a chatbot to do just that.
Gaming Saved the World
The challenge - you're mission is to the save the world using games. Does it work? Can it solve problems? It is already happening? Discover how you can transform your life and business using games.
What's hot (20)
How To Use Psychology-Based Marketing to Drive Online Response
How To Use Psychology-Based Marketing to Drive Online Response
Analysis of "A leader's guide to data analytics - Florian Zettelmeyer"
Analysis of "A leader's guide to data analytics - Florian Zettelmeyer"
Analysis of "Are you Data Driven by Thomas C. Redman"
Analysis of "Are you Data Driven by Thomas C. Redman"
Generating Business Value thro’ Integrating Data Analysis into planning and...
Generating Business Value thro’ Integrating Data Analysis into planning and...
Adaptive Design Kata: An Improvement and a Leadership Kata (FINAL)
Adaptive Design Kata: An Improvement and a Leadership Kata (FINAL)
How to Measure and Improve Employee Engagement - A Qualtrics Case Study with ...
How to Measure and Improve Employee Engagement - A Qualtrics Case Study with ...
Similar to You may not need big data after all
You may not need big data after all
The document discusses how companies can better utilize data and analytics to support decision making rather than focusing primarily on acquiring more data. It argues that most companies do not effectively use the data they already have. To leverage data, companies need to adopt evidence-based decision making as a cultural shift. This involves establishing single data sources, providing real-time feedback to decision makers, explicitly defining and updating business rules based on facts, and coaching employees who make regular decisions. Empowering employees to make decisions based on data analysis, like at Seven-Eleven Japan, can provide competitive advantages if companies learn to effectively capture, analyze, and act on data.
You may not need big data after all
Analysis of "You May Not Need Big Data After All" by Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras
You may not need big data after all
1) Companies should first focus on efficiently using the data they already have to drive decision making before pursuing big data analytics. Few companies are adept at evidence-based decision making.
2) To become more data-driven, companies should establish a single source of performance data, provide regular feedback and training to decision makers, improve business processes based on data, and make adopting an evidence-based culture a priority.
3) Implementing scorecards and starting cultural changes at the subgroup level can help companies exponentially improve decisions by better utilizing the small amounts of data they already have.
You May Not Need Big Data After All
Companies are expecting too much from big data without effectively analyzing the data they already have. To benefit from big data, companies must first learn to use existing data to support operational decisions through evidence-based decision making. While this leads to improved business performance, many companies' management practices have not adapted to their technological capabilities. To develop a culture of data-driven decision making, companies should establish single-source data governance, provide real-time performance feedback, regularly update business rules based on facts, and coach employees on data-informed decisions.
You may not need big data after all
An assignment for an internship on Data Analytics with Managerial Applications under Professor Sameer Mathur, IIM Lucknow
Analysis of "You may not need big data after all - Jeanne W. Ross, Cynthia M....
Analysis of "You may not need big data after all - Jeanne W. Ross, Cynthia M....Dheepika Chokkalingam
The document discusses how companies can improve decision making through better use of existing data resources rather than relying on big data. It argues that companies first need to learn how to effectively analyze and use the data already in their core systems to support operational decisions before pursuing big data. It provides four key practices of companies with strong evidence-based decision making cultures: 1) establishing a single source of performance data, 2) providing real-time feedback to decision makers, 3) regularly updating business rules based on facts, and 4) coaching employees to make data-driven decisions.You may not need big data after all
This presentation gives analysis of the article, "You May Not Need Big Data After All" by Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras
Lec10 Human resource analytics evidence based recruitment
Lec10 Human resource analytics evidence based recruitment
17.02.2018
Analysis of "You May Not Need Big Data After All" by Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras
Creating a Data Driven Culture
Targeting towards the health and human services communities, this presentation covers the importance of a data-driven culture, how to identify areas where data can be used to innovate and how to recognize the operational processes you must have in place to fully utilize your data.
Creating a Data-Driven Organization (Data Day Seattle 2015)
Creating a Data-Driven Organization
The document discusses how to create a data-driven organization. It argues that being data-driven requires having strong analytics, a data-focused culture, and using data to drive impact and business results. Some key aspects of a data-driven culture discussed are having a testing mindset, open data sharing, self-service analytics access for business units, broad data literacy, and visible data leadership. The presentation provides examples of actions organizations can take to promote a data-driven culture, such as improving analyst competencies and linking metrics to strategic goals. It cautions that becoming complacent once progress is made can undermine data-driven efforts, as demonstrated by Tesco's experience.
Creating a data driven culture
Learn how implementing analytical practices from the bottom-up will help you make smarter business decisions with data.
7 Best Data Management Strategies For Better Decision-Making
Efficient data management is necessary to fully utilize data and promote improved decision-making procedures. Here are 7 data management strategies that can significantly improve decision-making processes. EnFuse Solutions India offers valuable expertise and solutions to support businesses on their journey toward optimized data management and enhanced decision-making capabilities. For more information visit here: https://www.enfuse-solutions.com/
Why My Wife Loves Data Governance
Data governance isn't about data. It's about relationships. Who needs information and who has information? How does decision making relate to information, the systems that manage that information, and processes that create information? My wife doesn't spend her time thinking about databases, analytics, enterprise KPIs, and business performance, but she schools me whenever we talk about the daily challenges that confront me during data governance initiatives. These are some lessons from my marriage that are critical to effective data governance.
Nurturing datadriven culture
The document discusses nurturing a data-driven culture in organizations. It notes that while many businesses say they want to be more data-driven, actually making the transition can be challenging. A data-driven culture means putting data and insights into the hands of front-line staff across the organization to power fact-based decisions. The document outlines several challenges to creating a successful data-driven culture, such as examining infrastructure to support effective data use, ensuring buy-in and commitment, fostering professional development, leading by example, establishing regular data meetings, and removing barriers to expansion.
Simplify your analytics strategy
Companies should simplify their analytics strategies by focusing on discovering real business opportunities and outcomes for customers, stakeholders, and employees. They can do this by creating a hybrid data environment that enables fast data movement and using techniques like next-gen business intelligence, data discovery, analytics applications, and machine learning to delegate work to analytics technologies. The optimal path depends on a company's goals, culture, and existing technologies, but generally involves either testing known solutions or taking a discovery-based approach to find patterns for known problem areas. The highest value problems should be addressed first using the most appropriate approach.
5StaffingMetricsForYourWorkweek
The document discusses the importance of using business intelligence and data analytics in staffing and recruiting firms. It notes that only 22% of small to mid-sized organizations currently use business intelligence solutions. It then discusses some common barriers to adopting business intelligence, such as poor data quality, not knowing what metrics to measure, not knowing where to start, and not having enough time. The document proposes focusing on one key metric per day of the workweek to help simplify getting started with business intelligence. It provides examples of metrics to track on each day of the workweek, including open job orders on Monday, sales forecast on Tuesday, etc. The overall message is that regularly analyzing metrics can help improve data quality, decision making and business performance.
Twelve%20 Tips%20for%20 Successful%20 Surveys
Twelve tips are provided to maximize the value of customer surveys:
1) Define clear business questions and objectives to keep the project focused.
2) Estimate the value of the desired information to determine the required effort.
3) Involve key stakeholders to contribute to better design and use of results.
4) Provide researchers with background to improve protocols and instruments.
The definitive guide to fast casual catering operations cater cult llc
How to Execute Fast Casual Catering Operations - An in depth look at the systems and functions that go into building a great program.
You may not need big data after all
Presentation on "YOU MAY NOT NEED BIG DATA AFTER ALL" made as a task for the internship on "DATA ANALYTICS WITH MANAGERIAL APPLICATIONS" under Professor Sameer Mathur, IIM Lucknow. Submitted by TARANG JAIN,DTU
Similar to You may not need big data after all (20)
Analysis of "You may not need big data after all - Jeanne W. Ross, Cynthia M....
Analysis of "You may not need big data after all - Jeanne W. Ross, Cynthia M....
Lec10 Human resource analytics evidence based recruitment
Lec10 Human resource analytics evidence based recruitment
Creating a Data-Driven Organization (Data Day Seattle 2015)
Creating a Data-Driven Organization (Data Day Seattle 2015)
7 Best Data Management Strategies For Better Decision-Making
7 Best Data Management Strategies For Better Decision-Making
The definitive guide to fast casual catering operations cater cult llc
The definitive guide to fast casual catering operations cater cult llc
More from CHARANJEET SINGH AHLUWALIA
Lies, damned lies and statistics (about ted talks)
This presentation reports the statistical analysis of TED Talks. It reports various parameters which define the success of a TED Talk and similary failure of a TED Talk. It is the summary of the TED Talk "Lies, Damned Lies and Statistics" by Sebastian Wernicke
Big data hype(and reality)
This presentation analyzes the HBR Article on "Big Data Hype (and Reality)" by Gregory Piatetsky-Shapiro. It emphasizes on the slow improvement of the technology, but in the end provides the areas where big data is useful.
How to use data to make a hit tv show
This presentation analyzes the TED Talk by Sebastian Wernicke
on "How to use data to make a hit tv show". It analyzes the importance of logic in decision making rather than purely depending on data.
Stop searching for elusive data scientist
The document discusses challenges with hiring data scientists and suggests alternative approaches. It recommends empowering small cross-functional data-oriented teams explicitly tasked with delivering measurable business benefits. This builds internal data capabilities rather than just hiring expertise. It also stresses the importance of making data science a cultural value throughout the organization so that all employees understand basic principles and practices of data science.
The surprising seeds of big data revolution in healtcare
This presentation analyzes the TED Talk by Joel Selanikio on "The surprising seeds of a big-data revolution in healthcare".
A Leader’s Guide to Data Analytics
This presentation analyzes the article by Florian Zettelmeyer
on "A working knowledge of data science can help you lead with confidence."
3 ways to spot a bad statistic
This document discusses how to spot bad statistics. It provides three questions to ask: 1) Can you see uncertainty in the data? Many visualizations overstate certainty. 2) Can I see myself in the data? Data needs context about how it relates to people's lives. 3) How was the data collected? It's important to understand how surveys and studies were conducted. Bad statistics can mislead decision making, so it's crucial to evaluate data collection methods and understand limitations to get full context. Statistics are still important for policymaking, but they must be questioned and interpreted carefully.
The predictive analysis
The presentation analyzes the HBR article "A Predictive Analytics Primer" by Tom Davenport. It gathers insights on How can we predict better, with better assumptions.
The best stats you have ever seen
Hans Rosling gives a TED talk debunking myths about developing countries with compelling statistics. Thomas Davenport argues that data is useless without good communication. Hans Rosling advocates making publicly available data searchable and visualized to improve understanding. A manager learns that companies should transform database data into logical infographics while protecting confidential information, and encourage using data insights. Better visualizations of available information can improve decision making.
Learn to communicate data
The document discusses the importance of communicating data effectively. It notes that there is a pressing need for more businesspeople who can make decisions based on data analysis. While it is not necessary for managers to crunch numbers themselves, they must be able to communicate quantitative insights to diverse audiences. Effective communication involves understanding the audience, presenting the appropriate level of detail, and focusing on implications rather than just results. When data is communicated well, it can help organizations make better decisions.
Beauty of data visualization
This presentation analyzes the TED-Ed Talk by David McCandless on "The beauty of Data Visualization."
Are u data driven
The document discusses how data-driven companies are more profitable and provides insights into becoming data-driven. It recommends making decisions throughout the organization to free up senior time. It also stresses investing in quality data sources that others can trust to align with decisions. Managers should push decision making down, invest in quality data, and bring new data technologies into their organizations to reap the profit benefits of a data-driven approach.
Make data more human
Jer Thorp is a data artist who adds humanity to technology by discovering relationships on the internet and building narratives from pieces of information. He argues that numbers represent real world things and are inherently human. His insights are that data gains meaning when put in a human context by bringing the human element into stories, which builds empathy and respect missing from technology. There is a need for more inclusion of artists, poets and writers to highlight humanity in data science.
How to think like a data scientist
This presentation presents the analysis of HBR Article by Thomas C. Redman on "How to think like a Data Scientist".
What do you do with all this big data
The document discusses the challenges of drawing insights from big data. It notes that interpreting big data requires critical thinking to understand human expression and account for uncertainty. Managers can better understand data by asking focused questions, considering language and cultural differences, and using multiple disciplines like linguistics and ethics. While big data offers opportunities, organizations must thoughtfully source, analyze, and communicate data to earn and maintain public trust.
Data science
The presentation talks about "Data Science being the sexiest job of the 21st century". What are the challenges faced by the industry and how to Overcome them, is the main theme of the presentation
Why should you_love_statistics
This presentation analyses the beautiful TED Talk of Alan Smith on "Why should you love statistics". Gathering the insights and employing those insights is the major task of this presentation.
More from CHARANJEET SINGH AHLUWALIA (17)
Lies, damned lies and statistics (about ted talks)
Lies, damned lies and statistics (about ted talks)
The surprising seeds of big data revolution in healtcare
The surprising seeds of big data revolution in healtcare
Recently uploaded
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Recently we have observed the rise of open-source Large Language Models (LLMs) that are community-driven or developed by the AI market leaders, such as Meta (Llama3), Databricks (DBRX) and Snowflake (Arctic). On the other hand, there is a growth in interest in specialized, carefully fine-tuned yet relatively small models that can efficiently assist programmers in day-to-day tasks. Finally, Retrieval-Augmented Generation (RAG) architectures have gained a lot of traction as the preferred approach for LLMs context and prompt augmentation for building conversational SQL data copilots, code copilots and chatbots.
In this presentation, we will show how we built upon these three concepts a robust Data Copilot that can help to democratize access to company data assets and boost performance of everyone working with data platforms.
Why do we need yet another (open-source ) Copilot?
How can we build one?
Architecture and evaluation
一比一原版(爱大毕业证书)爱丁堡大学毕业证如何办理
毕业原版【微信:41543339】【(爱大毕业证书)爱丁堡大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Analysis insight about a Flyball dog competition team's performance
Insight of my analysis about a Flyball dog competition team's last year performance. Find more: https://github.com/rolandnagy-ds/flyball_race_analysis/tree/main
一比一原版(BCU毕业证书)伯明翰城市大学毕业证如何办理
原版定制【微信:41543339】【(BCU毕业证书)伯明翰城市大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
在线办理(英国UCA毕业证书)创意艺术大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(英国UCA毕业证书)创意艺术大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作(swinburne毕业证书)斯威本科技大学毕业证毕业完成信一模一样
学校原件一模一样【微信：741003700 】《(swinburne毕业证书)斯威本科技大学毕业证》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(Adelaide毕业证书)阿德莱德大学毕业证如何办理
原版定制【微信:41543339】【(Adelaide毕业证书)阿德莱德大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
The Building Blocks of QuestDB, a Time Series Database
Talk Delivered at Valencia Codes Meetup 2024-06.
Traditionally, databases have treated timestamps just as another data type. However, when performing real-time analytics, timestamps should be first class citizens and we need rich time semantics to get the most out of our data. We also need to deal with ever growing datasets while keeping performant, which is as fun as it sounds.
It is no wonder time-series databases are now more popular than ever before. Join me in this session to learn about the internal architecture and building blocks of QuestDB, an open source time-series database designed for speed. We will also review a history of some of the changes we have gone over the past two years to deal with late and unordered data, non-blocking writes, read-replicas, or faster batch ingestion.
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...
The Modern Marketing Reckoner (MMR) is a comprehensive resource packed with POVs from 60+ industry leaders on how AI is transforming the 4 key pillars of marketing – product, place, price and promotions.
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...
This webinar will explore cutting-edge, less familiar but powerful experimentation methodologies which address well-known limitations of standard A/B Testing. Designed for data and product leaders, this session aims to inspire the embrace of innovative approaches and provide insights into the frontiers of experimentation!
My burning issue is homelessness K.C.M.O.
My burning issue is homelessness in Kansas City, MO
To: Tom Tresser
From: Roger Warren
一比一原版(Coventry毕业证书)考文垂大学毕业证如何办理
毕业原版【微信:41543339】【(Coventry毕业证书)考文垂大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(UCSB文凭证书)圣芭芭拉分校毕业证如何办理
毕业原版【微信:176555708】【(UCSB毕业证书)圣芭芭拉分校毕业证】【微信:176555708】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
一比一原版(Chester毕业证书)切斯特大学毕业证如何办理
毕业原版【微信:41543339】【(Chester毕业证书)切斯特大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
"Join us for STATATHON, a dynamic 2-day event dedicated to exploring statistical knowledge and its real-world applications. From theory to practice, participants engage in intensive learning sessions, workshops, and challenges, fostering a deeper understanding of statistical methodologies and their significance in various fields."
一比一原版(UCSF文凭证书)旧金山分校毕业证如何办理
毕业原版【微信:176555708】【(UCSF毕业证书)旧金山分校毕业证】【微信:176555708】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信176555708】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信176555708】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Learn SQL from basic queries to Advance queries
Dive into the world of data analysis with our comprehensive guide on mastering SQL! This presentation offers a practical approach to learning SQL, focusing on real-world applications and hands-on practice. Whether you're a beginner or looking to sharpen your skills, this guide provides the tools you need to extract, analyze, and interpret data effectively.
Key Highlights:
Foundations of SQL: Understand the basics of SQL, including data retrieval, filtering, and aggregation.
Advanced Queries: Learn to craft complex queries to uncover deep insights from your data.
Data Trends and Patterns: Discover how to identify and interpret trends and patterns in your datasets.
Practical Examples: Follow step-by-step examples to apply SQL techniques in real-world scenarios.
Actionable Insights: Gain the skills to derive actionable insights that drive informed decision-making.
Join us on this journey to enhance your data analysis capabilities and unlock the full potential of SQL. Perfect for data enthusiasts, analysts, and anyone eager to harness the power of data!
#DataAnalysis #SQL #LearningSQL #DataInsights #DataScience #Analytics
Natural Language Processing (NLP), RAG and its applications .pptx
1. In the realm of Natural Language Processing (NLP), knowledge-intensive tasks such as question answering, fact verification, and open-domain dialogue generation require the integration of vast and up-to-date information. Traditional neural models, though powerful, struggle with encoding all necessary knowledge within their parameters, leading to limitations in generalization and scalability. The paper "Retrieval-Augmented Generation for Knowledge-Intensive NLP Tasks" introduces RAG (Retrieval-Augmented Generation), a novel framework that synergizes retrieval mechanisms with generative models, enhancing performance by dynamically incorporating external knowledge during inference.
一比一原版(Bradford毕业证书)布拉德福德大学毕业证如何办理
原版定制【微信:41543339】【(Bradford毕业证书)布拉德福德大学毕业证】【微信:41543339】成绩单、外壳、offer、留信学历认证（永久存档真实可查）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【我们承诺采用的是学校原版纸张（纸质、底色、纹路），我们拥有全套进口原装设备，特殊工艺都是采用不同机器制作，仿真度基本可以达到100%，所有工艺效果都可提前给客户展示，不满意可以根据客户要求进行调整，直到满意为止！】
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信41543339】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信41543339】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
留信网服务项目：
1、留学生专业人才库服务（留信分析）
2、国（境）学习人员提供就业推荐信服务
3、留学人员区块链存储服务
→ 【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：客户在留信官方认证查询网站查询到认证通过结果后付款，不成功不收费！
Recently uploaded (20)
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdf
Analysis insight about a Flyball dog competition team's performance
Analysis insight about a Flyball dog competition team's performance
The Building Blocks of QuestDB, a Time Series Database
The Building Blocks of QuestDB, a Time Series Database
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...
Natural Language Processing (NLP), RAG and its applications .pptx
Natural Language Processing (NLP), RAG and its applications .pptx
You may not need big data after all
- 1. You May Not Need Big Data After All
- 2. INSIGHTS: “You May Not Need Big Data After All” By - Jeanne W. Ross, Cynthia M. Beath and Anne Quaadgras
- 3. Big data has been hyped so heavily that companies are expecting it to deliver more value than it actually can 1 2 Adoption of the culture called “Evidence based Decision Making”
- 4. Companies are investing like crazy in data scientists, data warehouses, and data analytics software. But many of them don’t have much to show for their efforts. It’s possible they never will.
- 5. • The biggest reason that investments in big data fail to pay off, though, is that most companies don’t do a good job with the information they already have. • They don’t know how to manage it, analyze it in ways that enhance their understanding, and then make changes in response to new insights.
- 7. 1. Empowering Employees to Make Good Decisions • Betting your business success on the ability of good people to use good data to make good decisions. • Empowering employees in this way, and arming them with the data they need, helps them make better operating decisions on a daily basis.
- 8. 2. Agree on a Single Source of Truth • Universal acceptance of one source of truth is the first step in adopting a culture of evidence-based decision making. • It’s okay if the data are initially flawed, because it takes time for people to learn how to use a single source.
- 9. 3. Use Scorecards • The best way to teach people how to use data to create business benefits is to provide them with data about their own performance. • Regular scorecards clarify individual accountability and provide consistent feedback so that individuals know how they are doing.
- 10. 4. Explicitly Manage Your Business Rules • Ideally, business rules align the actions of operational decision makers with the strategic objectives of the company. • Companies with a culture of evidence-based decision making see to it that business rules are continually assessed and improved by articulating them clearly and ensuring consistency across the company.
- 11. 5. Use Coaching to Improve Performance • The secret sauce is continual coaching aimed at improving the performance of every individual. • With customer-facing employees, this often involves helping them realize the importance of their own behavior—teaching them that they can.
- 12. 6. A Gradual Shift • In a culture of evidence-based decision making, people who perform routine work suddenly find themselves more responsible for outcomes than for the number of hours they put in. • In most organizations it will not be possible to overlay this new culture on existing structures, roles, and processes. The change will be a disruptive one.
- 13. Employing the Insights into the life of a Manager.
- 14. 1 Better Employees-Manager Relations Empowering the employees with faith in them can result out in better understanding which further enhances the human resources of the company. 2 Cost-saving for the company Instead of investing in lots of big data, invest in lot of little data, which forms the core of the business.
- 17. Presented By: Charanjeet Singh Ahluwalia Connect with me: https://www.linkedin.com/in/charanjeet-singh-ahluwalia- b47aa2125/