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To Cloud Or Not To Cloud: That Is The Compliance Question

Daniel Newman

Some companies have embraced cloud technology with open arms, while others approach it with extreme wariness—understandably so, since for industries that handle sensitive data, cloud security risks could spell disaster. However, fear of the cloud often comes from a lack of information rather than actual risk.

Companies today have the opportunity to use public, private, and hybrid cloud options, yet many technology leaders continue to vacillate in their cloud approach. Some still favor legacy solutions, even though they run slower and cost more. Others only use public or private cloud solutions minimally, and haven’t yet explored the possibility of hybrid solutions.

The possibilities of hybrid cloud

A hybrid cloud setup offers companies the greatest flexibility yet. If you have sensitive data, you can still use traditional networking for data storage while running some enterprise applications through a public or private cloud. The solution allows companies to set up a customized cloud structure that makes sense on every level.

The risk versus the reward  

Companies that look at the full threat landscape understand the potential risk of cloud solutions. While it will always carry a certain level of risk, lost devices, human error, and other types of breaches often represent a higher risk of vulnerability than a cloud solution. Furthermore, third-party companies often run private, public, and hybrid cloud solutions. Your security is in a vendor’s best interest. Without strong security protocols and continual updates, they could lose clients and their reputation in the industry.

All organizations in every industry are moving to the cloud. They may not house everything there, but they use it to some extent. Companies that fail to explore the possibilities today may not keep up with the changing digital needs of their target markets down the road. 2016 is the right time to explore a cloud migration.

Compliance and security: Hybrid cloud in tough verticals

Some industries must consider regulatory requirements before moving their enterprise applications and data into a cloud solution. Healthcare, government, and the finance industry all represent fields with data sensitivity concerns. Luckily, many vendors and a government program called FedRAMP now offer highly secure and customizable hybrid cloud solutions so certain industries can maintain compliance while continuing to transition to the cloud.

FedRAMP, healthcare, and government agencies. FedRAMP (Federal Risk and Authorization Management Program) is a program that standardizes security for cloud solutions. Companies that offer authorized FedRAMP security with their cloud solutions meet the security requirements sensitive industries can use to safely move their data and solutions into the cloud. Amazon, Windows, and IBM all offer FedRAMP cloud solutions for government agencies and other organizations.

The finance sector. Major banks, lenders, and other financial institutions—all heavily regulated—have discovered that the benefits of cloud migration outweighs the risks. They can work faster with less downtime and more comprehensive data management in the cloud, than in any traditional solutions provided. Plus, moving to the cloud is incredibly cost-effective. Hybrid solutions benefit internal operations, but more importantly, they benefit the customer.

Choosing a hybrid cloud provider 

Hybrid cloud solutions are scalable, so companies can use them on a small scale before they roll out a comprehensive solution at the enterprise level. Companies that still harbor reservations may find this type of approach more digestible. If you’re interested in seeing what the hybrid cloud can do for you, learn more about your compliance requirements. A cloud vendor that readily understands the regulatory constraints you face will know how to recommend a hybrid solution that allows you to create a secure solution.

When you adopt cloud solutions, they will offer more flexibility, faster transmission speeds, and enhanced productivity. Look for solutions that can support your needs today, as well as projects for the future of your industry. Explore how moving to the cloud will change device policies, IoT acceptance, and remote worker capabilities. A hybrid cloud investment will not only benefit your company today, it will also drive progress tomorrow.

 

This post was brought to you by IBM Global Technology Services. For more content like this, visit Point B and Beyond 

Photo Credit: iebschool via Compfight cc

The post To Cloud or Not to Cloud: That is the Compliance Question appeared first on Millennial CEO.

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About Daniel Newman

Daniel Newman serves as the Co-Founder and CEO of EC3, a quickly growing hosted IT and Communication service provider. Prior to this role Daniel has held several prominent leadership roles including serving as CEO of United Visual. Parent company to United Visual Systems, United Visual Productions, and United GlobalComm; a family of companies focused on Visual Communications and Audio Visual Technologies. Daniel is also widely published and active in the Social Media Community. He is the Author of Amazon Best Selling Business Book "The Millennial CEO." Daniel also Co-Founded the Global online Community 12 Most and was recognized by the Huffington Post as one of the 100 Business and Leadership Accounts to Follow on Twitter. Newman is an Adjunct Professor of Management at North Central College. He attained his undergraduate degree in Marketing at Northern Illinois University and an Executive MBA from North Central College in Naperville, IL. Newman currently resides in Aurora, Illinois with his wife (Lisa) and his two daughters (Hailey 9, Avery 5). A Chicago native all of his life, Newman is an avid golfer, a fitness fan, and a classically trained pianist

Fast – But Not Too Fast – Wins The Race In Supply Chain Management

Richard Howells

Bonnie D. Graham, host of The Digital Transformation of Your Supply Chain with Game-Changers podcast, opened her recent show by recounting the tale of “The Tortoise and the Hare.”

You know the story: A slow but steady turtle beats a swift yet arrogant rabbit in a footrace.

Bonnie used the Aesop fable to illustrate two points about supply chain management:

  1. If you respond too slowly to your customers’ needs, you risk being left behind.
  1. If you respond too quickly, you risk acting without the proper insight.

The truth is, you need to strike the perfect balance, responding in a timely fashion with sound information that adequately supports your response.

One of the panelists on the show, Eric Simonson, director of solution management at SAP, likened this to another well-known tale: “Goldilocks and the Three Bears.”

Your supply chain organization, he suggests, needs to respond to its consumers just right.

Don’t just respond – predict

Responding to the needs of your supply chain customers is one thing. Anticipating consumers’ needs is something else altogether.

“Basically, if we look back into what we’re trying to do traditionally in supply chain management and supply chain planning, specifically,” said guest Jeroen Kusters, senior manager of supply chain management at Deloitte, “is we’re trying to predict the future.”

He admits, however, that “we’re always a little bit wrong.”

How can we change this?

The key is gaining an optimal view of the information you have at your disposal. In addition to taking a deeper dive into your own data, it’s important to have some insight into your supply chain partners’ information. This will enable your company to respond earlier – with greater accuracy – and even help you predict future demand.

Supply chain in the year 2020 and beyond

At one point during the podcast, Bonnie asked her panel of experts what they think the future holds for supply chain management.

Jeroen envisions organizations better integrating their planning, response management, and other operations across the entire supply chain. This will allow companies and their partners to more easily share – and capitalize on – customer insight and other key data.

Eric foresees a world where digital collaboration is much more prominent.

“[M]aybe it’ll start with the supplier side of things,” he says, “and then, eventually … we can get to some of the customer collaboration type, too, to get some better demand visibility.”

With a more holistic view into what’s happening across the entire supply chain, your business is primed to provide well-informed, timely responses to ever-evolving consumer demands.

Srini Bangalore, managing director at Deloitte, believes the immediate future of supply chain revolves around digitalization. But his long-term outlook is more focused on cognitive intelligence.

“I look at cognitive supply chain as a 20-year journey,” he says, “where your machines and computing systems that you use within your supply chain have machine-based intelligence. They can learn, they can problem solve, and they can make decisions on your behalf in the processes in your extended supply chain. The role of a human being is to actually augment the machines.”

A first-rate lesson in digital response and supply chain management

As discussed on the show, predicting the future isn’t easy. But if you’re going to listen to anybody about what direction supply chain is headed in, it ought to be industry thought leaders like Eric Simonson, Jeroen Kusters, and Srini Bangalore.

Check out the entire episode of The Digital Transformation of Your Supply Chain with Game-Changers to hear more expert opinions on digital response and supply chain management from Bonnie and her panel of guests.

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About Richard Howells

Richard Howells is a Vice President at SAP responsible for the positioning, messaging, AR , PR and go-to market activities for the SAP Supply Chain solutions.

Will Technology Make Custom Clothing More Affordable?

Simon Davies

From tech startups to e-commerce titans, the quest is on to bring custom-made clothing to a new generation whose income would usually prevent them from being able to afford it. Bespoke clothing tends to be exclusive to high-end stores and is often seen as a rare luxury to all but the wealthiest of people.

The problem is that most of us are walking around with comparatively ill-fitting clothes; however, with the introduction of custom-sizing tech, not only could the fashion industry be transformed, your wardrobe could be too.

The problem with the size of our clothes

Despite the fact they are one of the most commonly worn items of clothing in history, we have come to begrudgingly accept that our t-shirts won’t quite fit most of the time. A so-called medium in one store may be too large and too small in the next. The problem dates back to the 1800s, when advances in technology meant that clothing could start to be mass-produced. Prior to this, as all clothing was hand-tailored, customized sizes were the norm and more affordable for the masses, who would simply own far less clothing.

Even t-shirt manufacturers have come to accept that there’s a problem, with one suggesting three primary reasons why t-shirt sizes vary so significantly. First, there is no restriction on standard clothing sizes, so although agencies such as the International Organization for Standardization (ISO) may have certain expectations, physically enforcing clothing sizes is technically impossible. Sizing varies from manufacturer to manufacturer, which brings us to our second reason: vanity sizing.

Vanity sizing is the process of stores labeling clothing in a smaller size than it actually is. The theory is, not unsurprisingly, that people will be happier buying clothes that they feel thinner in. If that makes you feel slightly disturbed, the third reason that the size of clothes differ significantly from store to store is because some businesses do the opposite. In trendier stores, sizes labeled large are anything but. In 2006, the CEO of Abercrombie and Fitch came under fire for eliminating its plus-size clothing, saying that “we don’t market to anyone other than…cool, good-looking people.”

Of course, there’s another reason why machine technology has been inferior to the human hand when producing bespoke clothing: the simple fact that bodies come in a wide range of different sizes. There is no one small, medium, or large, and that is a problem machine production hasn’t circumvented…until now.

The rise of bespoke clothing technology

Custom clothing has been described as the future of fashion, and, through the use of automation, that future may be very likely. Amazon’s patent for an “on-demand” apparel manufacturing system can quickly fill online orders for suits and dresses. This would, in theory, be able to make mass-produced, custom-made clothing, and in turn make custom clothing more affordable.

It works like this: The customer enters their exact measurements and other information like style, color, etc. Various computer-driven systems then produce the clothing. First, the aptly named cut engine cuts out pieces of fabric. Then a robotic arm places the fabric into a conveyer belt, which delivers the pieces to a sewing station, where an automated sewing machine (basically a robot) stitches them together. The entire process is monitored via cameras to ensure quality control.

However, it isn’t just Amazon that’s looking at ways to produce machine-made, custom clothing. In a piece in Apparel News, Andrew Asch talked to the inventors and entrepreneurs behind Susarel, a California company that aims to build a fully integrated vertical factory with an automated sewing component that will eventually produce custom clothing.

The plant will be able to produce all sorts of clothing – not just high-end suits – including t-shirts, yoga pants, leggings, board shorts, and hoodies. Susarel’s project will focus on energy-efficiency and being eco-friendly. However, the important thing for many consumers is whether or not it will actually make custom clothing any cheaper.

Will this service eventually become truly affordable?

Susarel seems to think so. Because this tech will allow it to produce clothes domestically in the United States, it believes it will benefit from tariff-free trade. Tom Keefer, one of the entrepreneurs behind the business, reasons that “[although] the cost of the factory build-out will be higher in order to incorporate these technologies, the resulting efficiencies will makes us cost-competitive with offshore manufacturers who handle the lowest-cost labor pool.”

Susarel is planning a soft launch next year, while Amazon’s patent is still just that: a patent. So all this talk of cheap, robot-made, custom clothing remains hypothetical. However, one business is already using a combination of tech and the human hand to bring genuinely cheaper custom clothes.

Copenhagen-based startup Son Of A Tailor offers t-shirts created to fit the wearer perfectly by producing them via a specially developed online algorithm. It works by asking the user five questions (height, weight, age, jeans, and shoe size), then using what it calls its Ideal Size Algorithm to calculate a perfect-sized tee. The pattern is then laser-cut before humans take over, stitching the garment by hand.

Although Son Of A Tailor only offers t-shirts, this combination of machine and human may be the best way to get affordable, custom clothing today.

For more on technological change in manufacturing, learn 6 Surprising Ways 3D Printing Will Disrupt Manufacturing.

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About Simon Davies

Simon Davies is a London-based freelance writer with an interest in startup culture, issues, and solutions. He works explores new markets and disruptive technologies and communicates those recent developments to a wide, public audience. Simon is also a contributor at socialbarrel.com, socialnomics.net, and tech.co. Follow Simon @simontheodavies on Twitter.

Taking Learning Back to School

Dan Wellers

 

Denmark spends most GDP on labor market programs at 3.3%.
The U.S. spends only 0.1% of it’s GDP on adult education and workforce retraining.
The number of post-secondary vocational and training institutions in China more than doubled from 2000 to 2014.
47% of U.S. jobs are at risk for automation.

Our overarching approach to education is top down, inflexible, and front loaded in life, and does not encourage collaboration.

Smartphone apps that gamify learning or deliver lessons in small bits of free time can be effective tools for teaching. However, they don’t address the more pressing issue that the future is digital and those whose skills are outmoded will be left behind.

Many companies have a history of effective partnerships with local schools to expand their talent pool, but these efforts are not designed to change overall systems of learning.


The Question We Must Answer

What will we do when digitization, automation, and artificial intelligence eject vast numbers of people from their current jobs, and they lack the skills needed to find new ones?

Solutions could include:

  • National and multinational adult education programs
  • Greater investment in technical and vocational schools
  • Increased emphasis on apprenticeships
  • Tax incentives for initiatives proven to close skills gaps

We need a broad, systemic approach that breaks businesses, schools, governments, and other organizations that target adult learners out of their silos so they can work together. Chief learning officers (CLOs) can spearhead this approach by working together to create goals, benchmarks, and strategy.

Advancing the field of learning will help every business compete in an increasingly global economy with a tight market for skills. More than this, it will mitigate the workplace risks and challenges inherent in the digital economy, thus positively influencing the future of business itself.


Download the executive brief Taking Learning Back to School.


Read the full article The Future of Learning – Keeping up With The Digital Economy

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About Dan Wellers

Dan Wellers is founder and leader of Digital Futures at SAP, a strategic insights and thought leadership discipline that explores how digital technologies drive exponential change in business and society.

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Why Millennials Quit: Understanding A New Workforce

Shelly Kramer

Millennials are like mobile devices: they’re everywhere. You can’t visit a coffee shop without encountering both in large numbers. But after all, who doesn’t like a little caffeine with their connectivity? The point is that you should be paying attention to millennials now more than ever because they have surpassed Boomers and Gen-Xers as the largest generation.

Unfortunately for the workforce, they’re also the generation most likely to quit. Let’s examine a new report that sheds some light on exactly why that is—and what you can do to keep millennial employees working for you longer.

New workforce, new values

Deloitte found that two out of three millennials are expected to leave their current jobs by 2020. The survey also found that a staggering one in four would probably move on in the next year alone.

If you’re a business owner, consider putting four of your millennial employees in a room. Take a look around—one of them will be gone next year. Besides their skills and contributions, you’ve also lost time and resources spent by onboarding and training those employees—a very costly process. According to a new report from XYZ University, turnover costs U.S. companies a whopping $30.5 billion annually.

Let’s take a step back and look at this new workforce with new priorities and values.

Everything about millennials is different, from how to market to them as consumers to how you treat them as employees. The catalyst for this shift is the difference in what they value most. Millennials grew up with technology at their fingertips and are the most highly educated generation to date. Many have delayed marriage and/or parenthood in favor of pursuing their careers, which aren’t always about having a great paycheck (although that helps). Instead, it may be more that the core values of your business (like sustainability, for example) or its mission are the reasons that millennials stick around at the same job or look for opportunities elsewhere. Consider this: How invested are they in their work? Are they bored? What does their work/life balance look like? Do they have advancement opportunities?

Ping-pong tables and bringing your dog to work might be trendy, but they aren’t the solution to retaining a millennial workforce. So why exactly are they quitting? Let’s take a look at the data.

Millennials’ common reasons for quitting

In order to gain more insight into the problem of millennial turnover, XYZ University surveyed more than 500 respondents between the ages of 21 and 34 years old. There was a good mix of men and women, college grads versus high school grads, and entry-level employees versus managers. We’re all dying to know: Why did they quit? Here are the most popular reasons, some in their own words:

  • Millennials are risk-takers. XYZ University attributes this affection for risk taking with the fact that millennials essentially came of age during the recession. Surveyed millennials reported this experience made them wary of spending decades working at one company only to be potentially laid off.
  • They are focused on education. More than one-third of millennials hold college degrees. Those seeking advanced degrees can find themselves struggling to finish school while holding down a job, necessitating odd hours or more than one part-time gig. As a whole, this generation is entering the job market later, with higher degrees and higher debt.
  • They don’t want just any job—they want one that fits. In an age where both startups and seasoned companies are enjoying success, there is no shortage of job opportunities. As such, they’re often looking for one that suits their identity and their goals, not just the one that comes up first in an online search. Interestingly, job fit is often prioritized over job pay for millennials. Don’t forget, if they have to start their own company, they will—the average age for millennial entrepreneurs is 27.
  • They want skills that make them competitive. Many millennials enjoy the challenge that accompanies competition, so wearing many hats at a position is actually a good thing. One millennial journalist who used to work at Forbes reported that millennials want to learn by “being in the trenches, and doing it alongside the people who do it best.”
  • They want to do something that matters. Millennials have grown up with change, both good and bad, so they’re unafraid of making changes in their own lives to pursue careers that align with their desire to make a difference.
  • They prefer flexibility. Technology today means it’s possible to work from essentially anywhere that has an Internet connection, so many millennials expect at least some level of flexibility when it comes to their employer. Working remotely all of the time isn’t feasible for every situation, of course, but millennials expect companies to be flexible enough to allow them to occasionally dictate their own schedules. If they have no say in their workday, that’s a red flag.
  • They’ve got skills—and they want to use them. In the words of a 24-year-old designer, millennials “don’t need to print copies all day.” Many have paid (or are in the midst of paying) for their own education, and they’re ready and willing to put it to work. Most would prefer you leave the smaller tasks to the interns.
  • They got a better offer. Thirty-five percent of respondents to XYZ’s survey said they quit a previous job because they received a better opportunity. That makes sense, especially as recruiting is made simpler by technology. (Hello, LinkedIn.)
  • They seek mentors. Millennials are used to being supervised, as many were raised by what have been dubbed as “helicopter parents.” Receiving support from those in charge is the norm, not the anomaly, for this generation, and they expect that in the workplace, too.

Note that it’s not just XYZ University making this final point about the importance of mentoring. Consider Figures 1 and 2 from Deloitte, proving that millennials with worthwhile mentors report high satisfaction rates in other areas, such as personal development. As you can see, this can trickle down into employee satisfaction and ultimately result in higher retention numbers.

Millennials and Mentors
Figure 1. Source: Deloitte


Figure 2. Source: Deloitte

Failure to . . .

No, not communicate—I would say “engage.” On second thought, communication plays a role in that, too. (Who would have thought “Cool Hand Luke” would be applicable to this conversation?)

Data from a recent Gallup poll reiterates that millennials are “job-hoppers,” also pointing out that most of them—71 percent, to be exact—are either not engaged in or are actively disengaged from the workplace. That’s a striking number, but businesses aren’t without hope. That same Gallup poll found that millennials who reported they are engaged at work were 26 percent less likely than their disengaged counterparts to consider switching jobs, even with a raise of up to 20 percent. That’s huge. Furthermore, if the market improves in the next year, those engaged millennial employees are 64 percent less likely to job-hop than those who report feeling actively disengaged.

What’s next?

I’ve covered a lot in this discussion, but here’s what I hope you will take away: Millennials comprise a majority of the workforce, but they’re changing how you should look at hiring, recruiting, and retention as a whole. What matters to millennials matters to your other generations of employees, too. Mentoring, compensation, flexibility, and engagement have always been important, but thanks to the vocal millennial generation, we’re just now learning exactly how much.

What has been your experience with millennials and turnover? Are you a millennial who has recently left a job or are currently looking for a new position? If so, what are you missing from your current employer, and what are you looking for in a prospective one? Alternatively, if you’re reading this from a company perspective, how do you think your organization stacks up in the hearts and minds of your millennial employees? Do you have plans to do anything differently? I’d love to hear your thoughts.

For more insight on millennials and the workforce, see Multigenerational Workforce? Collaboration Tech Is The Key To Success.

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