5 Ways Big Data Will Change Lives In 2013

SAP Guest

By Siddharth Taparia, Senior Director, Portfolio and Strategic Marketing, SAP

Recently, I saw firsthand how a new “universal identification” program called Aadhar is taking shape in India. It has potential to improve the lives of millions of poor people via Big Data.

Aadhar is an ambitious government Big Data project aimed at becoming the world’s largest biometric database by 2014, with a goal of capturing about 600 million Indian identities. This could help India’s government and businesses deliver more efficient public services and facilitate direct cash transfers to some of the world’s poorest people — while saving billions of dollars each year.

Many of the core ideas surrounding Big Data have been around for awhile, such as traditional data mining and analytics. But new technology enables the collection and analysis of, until recently, unimaginable data volumes at extremely high speeds.

“Big Data” refers to methods and technologies that help businesses and individuals make better decisions by analyzing large data volumes and predicting probable outcomes. The term has been around for a few years, but 2013 may be a year when Big Data moves from the technical to the practical, as real consumers and citizens start seeing its impact.

1. How we spend: Traditional and online retailers typically spent resources building huge datasets trying to understand their customer’s buying patterns using programs such as loyalty points. They offered big discounts on certain shopping days, such as Black Friday. New technologies help companies provide real-time offers to customers based on the date, the time of the day and the location of their shopping. As companies use Big Data to store and analyze more and more information about customers and competition, shopping will become more personalized and marketing more targeted. In short, you may get a better deal than someone sitting right next to you!

2. How we vote: If there was one area outside of business where Big Data had an enormous impact in 2012, it was in the U.S. presidential election. President Barack Obama’s campaign ran what has been referred to as the first Big Data-powered campaign that could micro-target individual voters most likely to be persuaded. The basic idea was to analyze every individual voter’s preferences instead of relying on traditional methods of taking polls with small sample sizes and extrapolating. This was historic because it upended traditional methods of running campaigns. Mounds of data from surveys, phone calls, external voter lists and past voting patterns drove real-time voter outreach and get-out-the-vote efforts. But Big Data was not limited to campaigns with huge technology infrastructure, as Nate Silver of The New York Times famously predicted the 2012 election outcome by applying statistical models to aggregate existing polling data.

3. How we study: A number of academic institutions are employing Big Data to address dual challenges of high dropout rates and the ensuing decline in state funding. The basic approach is to ensure that students select the majors that are best suited for them and nudging them to take classes that increase their chances of successfully graduating. Even the course material can be personalized for the students based on their interest, prior courses and the medium they find easiest to learn from (video, text, etc.). This is all made possible by analyzing vast amounts of student data, such as standardized test scores, previous grades and even real-time data points like clicks in an online class. Applying statistical models to each student’s profile and comparing results to similar students can predict the most likely outcomes (like succeeding in a class or completing a major) and offer constructive recommendations.

4. How we stay healthy: Healthcare has been a particularly difficult domain for analytics because of myriad privacy and regulatory restrictions that prevent the usage of data for research purposes. However the proliferation of smartphones and other “self-tracking” devices is fast changing the landscape. It is now possible to collect data from healthy individuals by constantly monitoring their vital information 24 hours a day, creating a very large unbiased control group that can be segmented by demographics such as age, sex and race. Analyzing large volumes of historical and real-time data can help individuals make healthy lifestyle choices, take preventive measures (e.g., flu vaccinations), predict their chances of being inflicted with a certain disease and possibly even provide personal analytics on their daily activities and how it impacts their health.

5. How we keep (or lose) our privacy: With all this data collection and analysis, privacy has rightly been a paramount concern with Big Data. Often individuals fear Big Data becoming the Big Brother (or Big Boss!)watching their every move and knowing the most intimate details about their life. An increasing amount of data — especially online and on smartphones — can be collected without the user’s knowledge or consent. Collection, analysis and sale of personal data on the Web can range from your search habits to shopping preferences to personal health issues, and it is a booming business, according to a recent Wall Street Journal investigation. Still consumers and citizens willingly share much of the data collected today.

India’s Aadhar collects sensitive information, such as fingerprints and retinal scans. Yet people volunteer because the potential incentives can make the data privacy and security pitfalls look miniscule — especially if you’re impoverished.

Big Data is quickly becoming a vast goldmine for businesses, governments and even law-enforcement agencies, but it also attracts hackers and identity thieves. Savvy consumers will understand how and where to best share their data, and what they get in return.

Throughout 2013 we are sure to see more and more impact of Big Data in other aspects of our daily lives, such as how we bank, watch TV and even stay safe. Consumers would do well to weigh the cost and benefits before allowing access to their data.

Follow Siddharth Taparia on twitter @siddharth31



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13 Scary Statistics On Employee Engagement [INFOGRAPHIC]

Jacob Shriar

There is a serious problem with the way we work.

Most employees are disengaged and not passionate about the work they do. This is costing companies a ton of money in lost productivity, absenteeism, and turnover. It’s also harmful to employees, because they’re more stressed out than ever.

The thing that bothers me the most about it, is that it’s all so easy to fix. I can’t figure out why managers aren’t more proactive about this. Besides the human element of caring for our employees, it’s costing them money, so they should care more about fixing it. Something as simple as saying thank you to your employees can have a huge effect on their engagement, not to mention it’s good for your level of happiness.

The infographic that we put together has some pretty shocking statistics in it, but there are a few common themes. Employees feel overworked, overwhelmed, and they don’t like what they do. Companies are noticing it, with 75% of them saying they can’t attract the right talent, and 83% of them feeling that their employer brand isn’t compelling. Companies that want to fix this need to be smart, and patient. This doesn’t happen overnight, but like I mentioned, it’s easy to do. Being patient might be the hardest thing for companies, and I understand how frustrating it can be not to see results right away, but it’s important that you invest in this, because the ROI of employee engagement is huge.

Here are 4 simple (and free) things you can do to get that passion back into employees. These are all based on research from Deloitte.

1.  Encourage side projects

Employees feel overworked and underappreciated, so as leaders, we need to stop overloading them to the point where they can’t handle the workload. Let them explore their own passions and interests, and work on side projects. Ideally, they wouldn’t have to be related to the company, but if you’re worried about them wasting time, you can set that boundary that it has to be related to the company. What this does, is give them autonomy, and let them improve on their skills (mastery), two of the biggest motivators for work.

Employees feel overworked and underappreciated, so as leaders, we need to stop overloading them to the point where they can’t handle the workload.

2.  Encourage workers to engage with customers

At Wistia, a video hosting company, they make everyone in the company do customer support during their onboarding, and they often rotate people into customer support. When I asked Chris, their CEO, why they do this, he mentioned to me that it’s so every single person in the company understands how their customers are using their product. What pains they’re having, what they like about it, it gets everyone on the same page. It keeps all employees in the loop, and can really motivate you to work when you’re talking directly with customers.

3.  Encourage workers to work cross-functionally

Both Apple and Google have created common areas in their offices, specifically and strategically located, so that different workers that don’t normally interact with each other can have a chance to chat.

This isn’t a coincidence. It’s meant for that collaborative learning, and building those relationships with your colleagues.

4.  Encourage networking in their industry

This is similar to number 2 on the list, but it’s important for employees to grow and learn more about what they do. It helps them build that passion for their industry. It’s important to go to networking events, and encourage your employees to participate in these things. Websites like Eventbrite or Meetup have lots of great resources, and most of the events on there are free.

13 Disturbing Facts About Employee Engagement [Infographic]

What do you do to increase employee engagement? Let me know your thoughts in the comments!

Did you like today’s post? If so you’ll love our frequent newsletter! Sign up here and receive The Switch and Shift Change Playbook, by Shawn Murphy, as our thanks to you!

This infographic was crafted with love by Officevibe, the employee survey tool that helps companies improve their corporate wellness, and have a better organizational culture.


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Supply Chain Fraud: The Threat from Within

Lindsey LaManna

Supply chain fraud – whether perpetrated by suppliers, subcontractors, employees, or some combination of those – can take many forms. Among the most common are:

  • Falsified labor
  • Inflated bills or expense accounts
  • Bribery and corruption
  • Phantom vendor accounts or invoices
  • Bid rigging
  • Grey markets (counterfeit or knockoff products)
  • Failure to meet specifications (resulting in substandard or dangerous goods)
  • Unauthorized disbursements

LSAP_Smart Supply Chains_graphics_briefook inside

Perhaps the most damaging sources of supply chain fraud are internal, especially collusion between an employee and a supplier. Such partnerships help fraudsters evade independent checks and other controls, enabling them to steal larger amounts. The median loss from fraud committed
by a single thief was US$80,000, according to the Association of Certified Fraud Examiners (ACFE).

Costs increase along with the number of perpetrators involved. Fraud involving two thieves had a median loss of US$200,000; fraud involving three people had a median loss of US$355,000; and fraud with four or more had a median loss of more than US$500,000, according to ACFE.

Build a culture to fight fraud

The most effective method to fight internal supply chain theft is to create a culture dedicated to fighting it. Here are a few ways to do it:

  • Make sure the board and C-level executives understand the critical nature of the supply chain and the risk of fraud throughout the procurement lifecycle.
  • Market the organization’s supply chain policies internally and among contractors.
  • Institute policies that prohibit conflicts of interest, and cross-check employee and supplier data to uncover potential conflicts.
  • Define the rules for accepting gifts from suppliers and insist that all gifts be documented.
  • Require two employees to sign off on any proposed changes to suppliers.
  • Watch for staff defections to suppliers, and pay close attention to any supplier that has recently poached an employee.

About Lindsey LaManna

Lindsey LaManna is Social and Reporting Manager for the Digitalist Magazine by SAP Global Marketing. Follow @LindseyLaManna on Twitter, on LinkedIn or Google+.


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What If Chelsea Manager Jose Mourinho Could Be Proved Right In Medical Staff Row?

Mark Goad

Big Data and the Internet of Things brings new level of insight to sports medicine

With the 2015-16 European football (soccer) season underway, we are already seeing the impact of the huge pressure to succeed. In some cases, it is boiling over even this early on, with Chelsea manager Jose Mourinho getting involved in a very public row with his medical staff over the treatment of Eden Hazard during a match. As the season builds momentum, all clubs know one of the most vital aspects of winning trophies is keeping the best players fit so they can play at the top of their game as often as possible.

Last season, just like in every season, we saw injuries that affected teams’ results and possibly their final standings at the end of the season, while other teams capitalized. Arsenal manager Arsene Wenger blamed injuries for the team’s failed title bid, while Real Madrid suffered injuries to players like Gareth Bale and Luka Modric at a crucial stage of the season and lost the title to Barcelona.

There’s no doubt that football clubs, especially the bigger teams, employ first-rate medical staff – physiotherapists, doctors, sports scientists, and so on – but they can only do so much to keep players off the treatment table. Players are human, after all, and keeping them injury-free for such long and grueling campaigns is a big ask. This season again will see players on the end of crunching tackles, over-exerting their bodies, and over-stretching.

What’s less talked about than lost games and league titles when discussing injuries is the salaries paid to injured players. The estimated average cost of player injuries in the top four professional football leagues in 2015 was $12.4 million* per team. Remarkably, every year teams lose an equivalent of 15%-30%** of their player payroll to injuries.

As salaries continue to rise, injuries are becoming just as much of an off-the-pitch boardroom issue as they are an on-the-pitch issue. Consider that if Barcelona’s Lionel Messi, the world’s highest-paid player, spends just a week out injured, the club still has to pay his weekly salary of around $1 million. Not only that, but there’s the huge potential for lost revenue from missing out on UEFA Champions League progress or domestic success because key players are out.

Just as winning seems to mean more than ever, so does football as a business. So with the spotlight firmly on “sweating the assets” – extracting maximum value from the entire squad – clubs are looking to Big Data and Internet of Things technology to consider how player injuries can be prevented with new levels of insight.

Prevention is better than cure

In July this year we saw what could be a huge landmark in the potential of monitoring the risk of injuries, when football’s international governing body FIFA announced its approval of wearable electronic performance and tracking systems during matches. As well as collecting data on statistics like distance covered and heart rate to determine decisions like substitution timings, this also paves the way for wearable satellite devices that keep medical staff updated on the likelihood of a player picking up an injury from over-exertion.

Emerging injury-risk monitoring software uses the concepts of Big Data and wearable technology to pull in and apply mathematical formulas to an exhaustive range of relevant data about players: fitness levels, recent levels of exertion, opponents, age, technique, hydration, even weather. This could help medical staff predict the risk of future injuries with much greater accuracy, allowing them to run simulations and take corrective actions in real time. Imagine a seemingly non-injured key player being substituted during a tightly contested match, only to find out afterwards that monitoring software had indicated he was at a high risk of pulling a muscle. This could very much be a part of the future of professional football.

Going back to Jose Mourinho and his reaction to the Chelsea medical staff running onto the pitch to treat Eden Hazard, it’s interesting to consider how in the future this kind of technology could either support or discredit his position in the dispute. It could help managers work more closely with physiotherapists, as they can visualize the data that shows the risk of injury to players. Although the pressure to win will likely keep on rising, the risk of expensive players injuries could see a big reduction.

SAP’s own injury risk monitoring software is currently in the proof-of-concept phase and will be entering development in the near future. The goal is to build IRM on the SAP Sports One platform as an additional component, and to provide integration to the existing modules of SAP Sports One solution. SAP Sports One was launched earlier this year and is the first sports-specific cloud solution powered by the SAP HANA platform, providing a single, unified platform for team management and performance optimization.

*Statistic calulated using 2015 Global Sports Salaries Survey

**Bleacher Report “Inside the 2014 Numbers of Each MLB Team’s Regular-Season Injury Impact” and NBA Injury Analysis


Mark Goad

About Mark Goad

Mark Goad, Value Advisory Associate, SAP Canada, is an experienced business analyst with industry coverage spanning telecommunications & retail, with a focus on digital business models. He specializes in synthesizing industry trends with a detailed analysis of client-specific data to help customers build out high-impact business & IT strategies. Outside of work, Mark volunteers as a lead management consultant for Junior Achievement of Central Ontario and contributes to a range of thought leadership publications.


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The Importance Of Leadership On Employee Engagement [INFOGRAPHIC]

Charmian Solter

Here at Switch & Shift we strive to illuminate effective leadership practices. We pride ourselves on creating cutting-edge solutions for employee engagement, communication, and creating company culture, to name a few.

Why are these topics so important? Well, according to The Importance of Employee Engagement infographic by NBRI, courtesy of Brandon Gaille, if leadership doesn’t step up and affect change and build trust and engagement, their employees will be busy doing anything but work while on the job! This infographic says it all.


For more on developing more engaged, loyal, and productive workers, see How Empowering Employees Creates a More Engaged Workforce.


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