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10 Charts That Will Change Your Perspective Of Big Data’s Growth

  • 10 Charts That Will Change Your Perspective Of Big Data's GrowthWorldwide Big Data market revenues for software and services are projected to increase from $42B in 2018 to $103B in 2027, attaining a Compound Annual Growth Rate (CAGR) of 10.48% according to Wikibon.
  • Forrester predicts the global Big Data software market will be worth $31B this year, growing 14% from the previous year. The entire global software market is forecast to be worth $628B in revenue, with $302B from applications.
  • According to an Accenture study, 79% of enterprise executives agree that companies that do not embrace Big Data will lose their competitive position and could face extinction. Even more, 83%, have pursued Big Data projects to seize a competitive edge.
  • 59% of executives say Big Data at their company would be improved through the use of AI according to PwC.

Sales and Marketing, Research & Development (R&D), Supply Chain Management (SCM) including distribution, Workplace Management and Operations are where advanced analytics including Big Data are making the greatest contributions to revenue growth today. McKinsey Analytics’ study Analytics Comes of Age, published in January 2018 (PDF, 100 pp., no opt-in) is a comprehensive overview of how analytics technologies and Big Data are enabling entirely new ecosystems, serving as a foundational technology for Artificial Intelligence (AI). McKinsey finds that analytics and Big Data are making the most valuable contributions in the Basic Materials and High Tech industries. The first chart in the following series of ten is from the McKinsey Analytics study, highlighting how analytics and Big Data are revolutionizing many of the foundational business processes of Sales and Marketing.

The following ten charts provide insights into Big Data’s growth:

  • Nearly 50% of respondents to a recent McKinsey Analytics survey say analytics and Big Data have fundamentally changed business practices in their sales and marketing functions. Also, more than 30% say the same about R&D across industries, with respondents in High Tech and Basic Materials & Energy report the greatest number of functions being transformed by analytics and Big Data. Source: Analytics Comes of Age, published in January 2018 (PDF, 100 pp., no opt-in).

  • Worldwide Big Data market revenues for software and services are projected to increase from $42B in 2018 to $103B in 2027, attaining a Compound Annual Growth Rate (CAGR) of 10.48%. As part of this forecast, Wikibon estimates the worldwide Big Data market is growing at an 11.4% CAGR between 2017 and 2027, growing from $35B to $103B. Source: Wikibon and reported by Statista.

  • According to NewVantage Venture Partners, Big Data is delivering the most value to enterprises by decreasing expenses (49.2%) and creating new avenues for innovation and disruption (44.3%). Discovering new opportunities to reduce costs by combining advanced analytics and Big Data delivers the most measurable results, further leading to this category being the most prevalent in the study. 69.4% have started using Big Data to create a data-driven culture, with 27.9% reporting results. Source: NewVantage Venture Partners, Big Data Executive Survey 2017 (PDF, 16 pp.)

  • The Hadoop and Big Data Market are projected to grow from $17.1B in 2017 to $99.31B in 2022 attaining a 28.5% CAGR. The greatest period of projected growth is in 2021 and 2022 when the market is projected to jump $30B in value in one year. Source: StrategyMRC and reported by Statista.

  • Big Data applications and analytics is projected to grow from $5.3B in 2018 to $19.4B in 2026, attaining a CAGR of 15.49%. Big Data market worldwide includes Professional Services is projected to grow from $16.5B in 2018 to $21.3B in 2026. Source: Wikibon and reported by Statista.

  • Comparing the worldwide demand for advanced analytics and Big Data-related hardware, services and software, the latter category’s dominance becomes clear. The software segment is projected to increase the fastest of all categories, increasing from $14B in 2018 to $46B in 2027 attaining a CAGR of 12.6%. Sources: WikibonSiliconANGLE; Statista estimates and reported by Statista.

  • Advanced analytics and Big Data revenue in China are projected to be worth ¥57.8B ($9B) by 2020. The Chinese market is predicted to be one of the fastest growing globally, growing at a CAGR of 31.72% in the forecast period. Sources: Social Sciences Academic Press (China) and Statista.

  • Non-relational analytic data stores are projected to be the fastest growing technology category in Big Datagrowing at a CAGR of 38.6% between 2015 and 2020. Cognitive software platforms (23.3% CAGR) and Content Analytics (17.3%) round out the top three fastest growing technologies between 2015 and 2020. Source: Statista.

  • A decentralized general-merchandise retailer that used Big Data to create performance group clusters saw sales grow 3% to 4%. Big Data is the catalyst of a retailing industry makeover, bringing greater precision to localization than has been possible before. Big Data is being used today to increase the ROI of endcap promotions, optimize planograms, help to improve upsell and cross-sell sales performance and optimize prices on items that drive the greatest amount of foot traffic. Source: Use Big Data to Give Local Shoppers What They Want, Boston Consulting Group, February 8, 2018.

  • 84% of enterprises have launched advanced analytics and Big Data initiatives to bring greater accuracy and accelerate their decision-making Big Data initiatives focused on this area also have the greatest success rate (69%) according to the most recent NewVantage Venture Partners Survey. Over a third of enterprises, 36%, say this area is their top priority for advanced analytics and Big Data investment. Sources: NewVantage Venture Partners Survey and Statista.

Additional Big Data Information Sources:

4 Pain Points of Big Data and how to solve them, Digital McKinsey via Medium, November 10, 2017

53% Of Companies Are Adopting Big Data Analytics, Forbes, December 24, 2017

6 Predictions For The $203 Billion Big Data Analytics Market, Forbes, Gil Press, January 20, 2017

Analytics Comes of Age, McKinsey Analytics, January 2018 (PDF, 100 pp.)

Big Data & Analytics Is The Most Wanted Expertise By 75% Of IoT Providers, Forbes, August 21, 2017

Big Data 2017 – Market Statistics, Use Cases, and Trends, Calsoft (36 pp., PDF)

Big Data and Business Analytics Revenues Forecast to Reach $150.8 Billion This Year, Led by Banking and Manufacturing Investments, According to IDC, March 14, 2017

Big Data Executive Survey 2018, Data and Innovation – How Big Data and AI are Driving Business Innovation, NewVantage Venture Partners, January 2018 (PDF, 18 pp.)

Big Data Tech Hadoop and Spark Get Slow Start in Enterprise, Information Week, March 20, 2018

Big Success With Big Data, Accenture  (PDF, 12 pp.)

Gartner Survey Shows Organizations Are Slow to Advance in Data and Analytics, Gartner, February 5, 2018

How Big Data and AI Are Driving Business Innovation in 2018, MIT Sloan Management Review, February 5, 2018

IDC forecasts big growth for Big Data, Analytics Magazine. April 2018

IDC Worldwide Big Data Technology and Services 2012 – 2015 Forecast, Courtesy of EC Europa (PDF, 34 pp.)

Midyear Global Tech Market Outlook For 2017 To 2018, Forrester, September 25, 2017 (client access reqd.)

Oracle Industry Analyst Reports – Data-rich website of industry analyst reports

Ten Ways Big Data Is Revolutionizing Marketing And Sales, Forbes, May 9, 2016

The Big Data Payoff: Turning Big Data into Business Value, CAP Gemini & Informatica Study, (PDF, 12 pp.)

The Forrester Wave™: Enterprise BI Platforms With Majority Cloud Deployments, Q3 2017 courtesy of Oracle

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Three Ways Machine Learning Is Revolutionizing Zero Trust Security

Bottom Line: Zero Trust Security (ZTS) starts with Next-Gen Access (NGA). Capitalizing on machine learning technology to enable NGA is essential in achieving user adoption, scalability, and agility in securing applications, devices, endpoints, and infrastructure.

How Next-Gen Access and Machine Learning Enable Zero Trust Security

Zero Trust Security provides digital businesses with the security strategy they need to keep growing by scaling across each new perimeter and endpoint created as a result of growth. ZTS in the context of Next-Gen Access is built on four main pillars: (1) verify the user, (2) validate their device, (3) limit access and privilege, and (4) learn and adapt. The fourth pillar heavily relies on machine learning to discover risky user behavior and apply for conditional access without impacting user experience by looking for contextual and behavior patterns in access data.

As ZTS assumes that untrusted users or actors already exist both inside and outside the network, machine learning provides NGA with the capability to assess data about users, their devices, and behavior to allow access, block access, or enforce additional authentication. With machine learning, policies and user profiles can be adjusted automatically and in real-time. While NGA enabled by machine learning is delivering dashboards and alerts, the real-time response to security threats predicated on risk scores is very effective in thwarting breaches before they start.

Building NGA apps based on machine learning technology yields the benefits of being non-intrusive, supporting the productivity of workforce and business partners, and ultimately allowing digital businesses to grow without interruption. For example, Centrify’s rapid advances in machine learning and Next-Gen Access to enable ZTS strategies makes this company one of the most interesting to watch in enterprise security.

The following are three ways machine learning is revolutionizing Zero Trust Security:

  1. Machine learning enables enterprises to adopt a risk-based security strategy that can flex with their business as it grows. Many digital businesses have realized that “risk is security’s new compliance,” and therefore are implementing a risk-driven rather than a compliance-driven approach. Relying on machine learning technology to assess user, device, and behavioral data for each access request derives a real-time risk score. This risk score can then be used to determine whether to allow access, block access, or step up authentication. In evaluating each access request, machine learning engines process multiple factors, including the location of the access attempt, browser type, operating system, endpoint device status, user attributes, time of day, and unusual recent privilege change. Machine learning algorithms are also scaling to take into account unusual command runs, unusual resource access histories, and any unusual accounts used, unusual privileges requested and used, and more. This approach helps thwart comprised credential attacks, which make up 81% of all hacking-related data breaches, according to Verizon.
  2. Machine learning makes it possible to accomplish security policy alignment at scale. To keep pace with a growing digital business’ need to flex and scale to support new business models, machine learning also assists in automatically adjusting user profiles and access policies based on behavioral patterns. By doing so, the need for IT staffers to review and adjust policies vanishes, freeing them up to focus on things that will grow the business faster and more profitably. On the other hand, end users are not burdened with step-up authentication once a prior abnormal behavior is identified as now typical behavior and therefore both user profile and policies updated.
  3. Machine learning brings greater contextual intelligence into authentication, streamlining the experience and increasing user adoption. Ultimately, the best security is transparent and non-intrusive. That’s where the use of risk-based authentication and machine learning technology comes into play. The main impediment to adoption for multi-factor authentication has been the perceived impact on the productivity and agility of end users. A recent study by Dow Jones Customer Intelligence and Centrify revealed that 62% of CEOs state that multi-factor authentication (MFA) is difficult to manage and is not user-friendly, while only 41% of technical officers (CIOs, CTOs, and CISOs) agree with this assessment. For example, having to manually type in a code that has been transmitted via SMS in addition to the already supplied username and password is often seen as cumbersome. Technology advancements are removing some of these objections by offering a more user-friendly experience, like eliminating the need to manually enter a one-time password on the endpoint, by enabling the user to simply click a button on their smartphone. Nonetheless, some users still express frustration with this additional step, even if it is relatively quick and simple. To overcome these remaining barriers to adoption, machine learning technology contributes to minimizing the exposure to step up authentication over time, as the engine learns and adapts to the behavioral patterns.

In Conclusion

Zero Trust Security through the power of Next-Gen Access is allowing digital businesses to continue on their path of growth while safeguarding their patented ideas and intellectual property. Relying on machine learning technology for Next-Gen Access results in real-time security, allowing to identify high-risk events and ultimately greatly minimizing the effort required to identify threats across today’s hybrid IT environment.

The Best Big Data Companies And CEOs To Work For In 2018

Forbes readers’ most common requests center on who the best companies are to work for in analytics, big data, data management, data science and machine learning. The latest Computer Reseller News‘ 2018 Big Data 100 list of companies is used to complete the analysis as it is an impartial, independent list aggregated based on CRN’s analysis and perspectives of the market. Using the CRN list as a foundation, the following analysis captures the best companies in their respective areas today.

Using the 2018 Big Data 100 CRN list as a baseline to compare the Glassdoor scores of the (%) of employees who would recommend this company to a friend and (%) of employees who approve of the CEO, the following analysis was completed today. 25 companies on the list have very few (less than 15) or no Glassdoor reviews, so they are excluded from the rankings. Based on analysis of Glassdoor score patterns over the last four years, the lower the number of rankings, the more 100% scores for referrals and CEOs. These companies, however, are included in the full data set available here. If the image below is not visible in your browser, you can view the rankings here.

 

The highest rated CEOs on Glassdoor as of May 11, 2018 include the following:

Dataiku Florian Douetteau 100%
StreamSets Girish Pancha 100%
MemSQL Nikita Shamgunov 100%
1010 Data Greg Munves 99%
Salesforce.com Marc Benioff 98%
Attivio Stephen Baker 98%
SAP Bill McDermott 97%
Qubole Ashish Thusoo 97%
Trifacta Adam Wilson 97%
Zaloni Ben Sharma 97%
Reltio Manish Sood 96%
Microsoft Satya Nadella 96%
Cloudera Thomas J. Reilly 96%
Sumo Logic Ramin Sayar 96%
Google Sundar Pichai 95%
Looker Frank Bien 93%
MongoDB Dev Ittycheria 92%
Snowflake Computing Bob Muglia 92%
Talend Mike Tuchen 92%
Databricks Ali Ghodsi 90%
Informatica Anil Chakravarthy 90%

 

Five Reasons Why Machine Learning Needs To Make Resumes Obsolete

  • Hiring companies nationwide miss out on 50% or more of qualified candidates and tech firms incorrectly classify up 80% of candidates due to inaccuracies and shortcomings of existing Applicant Tracking Systems (ATS), illustrating how faulty these systems are for enabling hiring.
  • It takes on average 42 days to fill a position, and up to 60 days or longer to fill positions requiring in-demand technical skills and costs an average $5,000 to fill each position.
  • Women applicants have a 19% chance of being eliminated from consideration for a job after a recruiter screen and 30% after an onsite interview, leading to a massive loss of brainpower and insight every company needs to grow.

It’s time the hiring process gets smarter, more infused with contextual intelligence, insight, evaluating candidates on their mastery of needed skills rather than judging candidates on resumes that reflect what they’ve achieved in the past. Enriching the hiring process with greater machine learning-based contextual intelligence finds the candidates who are exceptional and have the intellectual skills to contribute beyond hiring managers’ expectations. Machine learning algorithms can also remove any ethic- and gender-specific identification of a candidate and have them evaluated purely on expertise, experiences, merit, and skills.

The hiring process relied on globally today hasn’t changed in over 500 years. From Leonardo da Vinci’s handwritten resume from 1482, which reflects his ability to build bridges and support warfare versus the genius behind Mona Lisa, Last Supper, Vitruvian Man, and a myriad of scientific discoveries and inventions that modernized the world, the approach job seekers take for pursuing new positions has stubbornly defied innovation. ATS apps and platforms classify inbound resumes and provide rankings of candidates based on just a small glimpse of their skills seen on a resume. When what’s needed is an insight into which managerial, leadership and technical skills & strengths any given candidate is attaining mastery of and at what pace.  Machine learning broadens the scope of what hiring companies can see in candidates by moving beyond the barriers of their resumes. Better hiring decisions are being made, and the Return on Investment (ROI) drastically improves by strengthening hiring decisions with greater intelligence. Key metrics including time-to-hire, cost-to-hire, retention rates, and performance all will improve when greater contextual intelligence is relied on.

Look Beyond Resumes To Win The War For Talent

Last week I had the opportunity to speak with the Vice President of Human Resources for one of the leading technology think tanks globally. He’s focusing on hundreds of technical professionals his organization needs in six months, 12 months and over a year from now to staff exciting new research projects that will deliver valuable Intellectual Property (IP) including patents and new products.

Their approach begins by seeking to understand the profiles and core strengths of current high performers, then seek out matches with ideal candidates in their community of applicants and the broader technology community. Machine learning algorithms are perfectly suited for completing the needed comparative analysis of high performer’s capabilities and those of candidates, whose entire digital persona is taken into account when comparisons are being completed. The following graphic illustrates the eightfold.ai Talent Intelligence Platform (TIP), illustrating how integrated it is with publicly available data, internal data repositories, Human Capital Resource Management (HRM) systems, ATS tools. Please click on the graphic to expand it for easier reading.

The comparative analysis of high achievers’ characteristics with applicants takes seconds to complete, providing a list of prospects complete with profiles. Machine learning-derived profiles of potential hires meeting the high performers’ characteristics provided greater contextual intelligence than any resume ever could. Taking an integrated approach to creating the Talent Intelligence Platform (TIP) yields insights not available with typical hiring or ATS solutions today. The profile below reflects the contextual intelligence and depth of insight possible when machine learning is applied to an integrated dataset of candidates. Please click on the graphic to expand it for easier reading. Key elements in the profile below include the following:

  • Career Growth Bell Curve – Illustrates how a given candidate’s career progressions and performance compares relative to others.

  • Social Following On Public Sites –  Provides a real-time glimpse into the candidate’s activity on Github, Open Stack, and other sites where technical professionals can share their expertise. This also provides insight into how others perceive their contributions.

  • Highlights Of Background That Is Relevant To Job(s) Under Review Provides the most relevant data from the candidate’s history in the profile so recruiters and managers can more easily understand their strengths.

  • Recent Publications – Publications provide insights into current and previous interests, areas of focus, mindset and learning progression over the last 10 to 15 years or longer.

  • Professional overlap that makes it easier to validate achievements chronicled in the resume – Multiple sources of real-time career data validate and provide greater context and insight into resume-listed accomplishments.

The key is understanding the context in which a candidate’s capabilities are being evaluated. And a 2-page resume will never give enough latitude to the candidate to cover all bases. For medium to large companies – doing this accurately and quickly is a daunting task if done manually – across all roles, all the geographies, all the candidates sourced, all the candidates applying online, university recruiting, re-skilling inside the company, internal mobility for existing employees, and across all recruitment channels. This is where machine learning can be an ally to the recruiter, hiring manager, and the candidate.

Five Reasons Why Machine Learning Needs To Make Resumes Obsolete

Reducing the costs and time-to-hire, increasing the quality of hires and staffing new initiatives with the highest quality talent possible all fuels solid revenue growth. Relying on resumes alone is like being on a bad Skype call where you only hear every tenth word in the conversation. Using machine learning-based approaches brings greater acuity, clarity, and visibility into hiring decisions.

The following are the five reasons why machine learning needs to make resumes obsolete:

  1. Resumes are like rearview mirrors that primarily reflect the past. What needed is more of a focus on where someone is going, why (what motivates them) and what are they fascinated with and learning about on their own. Resumes are rearview mirrors and what’s needed is an intelligent heads-up display of what their future will look like based on present interests and talent.
  2. By relying on a 500+-year-old process, there’s no way of knowing what skills, technologies and training a candidate is gaining momentum in. The depth and extent of mastery in specific areas aren’t reflected in the structure of resumes. By integrating multiple sources of data into a unified view of a candidate, it’s possible to see what areas they are growing the quickest in from a professional development standpoint.
  3. It’s impossible to game a machine learning algorithm that takes into account all digital data available on a candidate, while resumes have a credibility issue. Anyone who has hired subordinates, staff, and been involved in hiring decisions has faced the disappointment of finding out a promising candidate lied on a resume. It’s a huge let-down. Resumes get often gamed with one recruiter saying at least 60% of resumes have exaggerations and in some cases lies on them. Taking all data into account using a platform like TIP shows the true candidate and their actual skills.
  4. It’s time to take a more data-driven approach to diversity that removes unconscious biases. Resumes today immediately carry inherent biases in them. Recruiter, hiring managers and final interview groups of senior managers draw their unconscious biases based on a person’s name, gender, age, appearance, schools they attended and more. It’s more effective to know their skills, strengths, core areas of intelligence, all of which are better predictors of job performance.
  5. Reduces the risk of making a bad hire that will churn out of the organization fast. Ultimately everyone hires based in part on their best judgment and in part on their often unconscious biases. It’s human nature. With more data the probability of making a bad hire is reduced, reducing the risk of churning through a new hire and costing thousands of dollars to hire then replace them. Having greater contextual intelligence reduces the downside risks of hiring, removes biases by showing with solid data just how much a person is qualified or not for a role, and verifies their background strengths, skills, and achievements. Factors contributing to unconscious biases including gender, race, age or any other factors can be removed from profiles, so candidates are evaluated only on their potential to excel in the roles they are being considered for.

Bottom line: It’s time to revolutionize resumes and hiring processes, moving them into the 21st century by redefining them with greater contextual intelligence and insight enabled by machine learning.

 

How Zero Trust Security Fuels New Business Growth

Bottom Line: Zero Trust Security (ZTS) strategies enabled by Next-Gen Access (NGA) are indispensable for assuring uninterrupted digital business growth, and are proving to be a scalable security framework for streamlining onboarding and systems access for sales channels, partners, patients, and customers of fast-growing businesses.

The era of Zero Trust Security is here, accelerated by NGA solutions and driven by the needs of digital businesses for security strategies that can keep up with the rapidly expanding perimeters of their businesses. Internet of Things (IoT) networks and the sensors that comprise them are proliferating network endpoints and extending the perimeters of growing businesses quickly.

Inherent in the DNA of Next-Gen Access is the ability to verify the user, validate the device (including any sensor connected to an IoT network), limit access and privilege, then learn and adapt using machine learning techniques to streamline the user experience while granting access to approved accounts and resources. Many digital businesses today rely on IoT-based networks to connect with suppliers, channels, service providers and customers and gain valuable data they use to grow their businesses. Next-Gen Access solutions including those from Centrify are enabling Zero Trust Security strategies that scale to secure the perimeters of growing businesses without interrupting growth.

How Zero Trust Security Fuels New Business Growth  

The greater the complexity, scale and growth potential of any new digital business, the more critical NGA becomes for enabling ZTS to scale and protect its expanding perimeters. One of the most valuable ways NGA enables ZTS is using machine learning to learn and adapt to users’ system access behaviors continuously. Insights gained from NGA strengthen ZTS frameworks, enabling them to make the following contributions to new business growth:

  1. Zero Trust Security prevents data breaches that cripple new digital business models and ventures just beginning to scale and grow. Verifying, validating, learning and adapting to every user’s access attempts and then quantifying their behavior in a risk score is at the core of Next-Gen Access’ DNA. The risk scores quantify the relative levels of trust for each system user and determine what, if any, additional authentication is needed before access is granted to requested resources. Risk scores are continuously updated with every access attempt, making authentication less intrusive over time while greatly reducing compromised credential attacks.
  2. Securing the expanding endpoints and perimeters of a digital business using NGA frees IT and senior management up to focus more on growing the business. In any growing digital business, there’s an exponential increase in the number of endpoints being created, rapidly expanding the global perimeter of the business. The greater the number of endpoints and the broader the perimeter, the more revenue potential there is. Relying on Next-Gen Access to scale ZTS across all endpoints saves valuable IT time that can be dedicated to direct revenue-producing projects and initiatives. And by relying on NGA as the trust engine that enables ZTS, senior management will have far fewer security-related emergencies, interruptions, and special projects and can dedicate more time to growing the business. A ZTS framework also centralizes security management across a digital business, alleviating the costly, time-consuming task of continually installing patches and updates.
  3. Zero Trust Security is enabling digital businesses globally to meet and exceed General Data Protection Regulation (GDPR) compliance requirements while protecting and growing their most valuable asset: customer trust. Every week brings new announcements of security breaches at many of the world’s most well-known companies. Quick stats on users affected, potential dollar loss to the company and the all-too-common 800 numbers for credit bureaus seem to be in every press release. What’s missing is the incalculable, unquantifiable cost of lost customer value and the millions of hours customers waste trying to avert financial chaos. In response to the need for greater oversight of how organizations respond to breaches and manage data security, the European Union (EU) launched General Data Protection Regulation (GDPR) which goes into effect May 25, 2018. GDPR applies not only European organizations, but also to foreign businesses that offer goods or services in the European Union (EU) or monitor the behavior of individuals in the EU. The compliance directive also states that organizations need to process data so in a way that “ensures appropriate security of the personal data, using appropriate technical and organizational measures,” taking into account “state of the art and the costs of implementation.”

Using an NGA approach that includes risk-based multi-factor authentication (MFA) to evaluate every login combined with the least privilege approach across an entire organization is a first step towards excelling at GDPR compliance. Zero Trust Security provides every organization needing to comply with GDPR a solid roadmap of how to meet and exceed the initiative’s requirements and grow customer trust as a result.

Conclusion

Next-Gen Access enables Zero Trust Security strategies to scale and flex as a growing business expands. In the fastest growing businesses, endpoints are proliferating as new customers are gained, and suppliers are brought onboard. NGA ensures growth continues uninterrupted, helping to thwart comprised credential attacks, which make up 81% of all hacking-related data breaches, according to Verizon.

How To Close The Talent Gap With Machine Learning

  • 80% of the positions open in the U.S. alone were due to attrition. On an average, it costs $5,000 to fill an open position and takes on average of 2 months to find a new employee. Reducing attrition removes a major impediment to any company’s productivity.
  • The average employee’s tenure at a cloud-based enterprise software company is 19 months; in the Silicon Valley this trends to 14 months due to intense competition for talent according to C-level executives.
  • Eightfold.ai can quantify hiring bias and has found it occurs 35% of the time within in-person interviews and 10% during online or virtual interview sessions.
  • Adroll Group launched nurture campaigns leveraging the insights gained using Eightfold.ai for a data scientist open position and attained a 48% open rate, nearly double what they observed from other channels.
  • A leading cloud services provider has seen response rates to recruiting campaigns soar from 20% to 50% using AI-based candidate targeting in the company’s community.

The essence of every company’s revenue growth plan is based on how well they attract, nurture, hire, grow and challenge the best employees they can find. Often relying on manual techniques and systems decades old, companies are struggling to find the right employees to help them grow. Anyone who has hired and managed people can appreciate the upside potential of talent management today.

How AI and Machine Learning Are Revolutionizing Talent Management

Strip away the hype swirling around AI in talent management and what’s left is the urgent, unmet needs companies have for greater contextual intelligence and knowledge about every phase of talent management. Many CEOs are also making greater diversity and inclusion their highest priority. Using advanced AI and machine learning techniques, a company founded by former Google and Facebook AI Scientists is showing potential in meeting these challenges. Founders Ashutosh Garg and Varun Kacholia have over 6000+ research citations and 80+ search and personalization patents. Together they founded Eightfold.ai as Varun says “to help companies find and match the right person to the right role at the right time and, for the first time, personalize the recommendations at scale.” Varun added that “historically, companies have not been able to recognize people’s core capabilities and have unnecessarily exacerbated the talent crisis,” said Varun Kacholia, CTO, and Co-Founder of Eightfold.ai.

What makes Eightfold.ai noteworthy is that it’s the first AI-based Talent Intelligence Platform that combines analysis of publicly available data, internal data repositories, Human Capital Resource Management (HRM) systems, ATS tools and spreadsheets then creates ontologies based on organization-specific success criteria. Each ontology, or area of talent management interest, is customizable for further queries using the app’s easily understood and navigated user interface.

Based on conversations with customers, its clear integration is one of the company’s core strengths. Eightfold.ai relies on an API-based integration strategy to connect with legacy back-end systems. The company averages between 2 to 3 system integrations per customer and supports 20 unique system integrations today with more planned. The following diagram explains how the Eightfold Talent Intelligence Platform is constructed and how it works.

For all the sophisticated analysis, algorithms, system integration connections, and mathematics powering the Eightfold.ai platform, the company’s founders have done an amazing job creating a simple, easily understood user interface. The elegant simplicity of the Eightfold.ai interface reflects the same precision of the AI and machine learning code powering this platform.

I had a chance to speak with Adroll Group and DigitalOcean regarding their experiences using Eightfold.ai. Both said being able to connect the dots between their candidate communities, diversity and inclusion goals, and end-to-end talent management objectives were important goals that the streamlined user experience was helping enable. The following is a drill-down of a candidate profile, showing the depth of external and internal data integration that provides contextual intelligence throughout the Eightfold.ai platform.

Talent Management’s Inflection Point Has Arrived 

Every interaction with a candidate, current associate, and high-potential employee is a learning event for the system.

AI and machine learning make it possible to shift focus away from being transactional and more on building relationships. AdRoll Group and DigitalOcean both mentioned how Eightfold.ai’s advanced analytics and machine learning helps them create and fine-tune nurturing campaigns to keep candidates in high-demand fields aware of opportunities in their companies. AdRoll Group used this technique of concentrating on insights to build relationships with potential Data Scientists and ultimately made a hire assisted by the Eightold.ai platform. DigitalOcean is also active using nurturing campaigns to recruit for their most in-demand positions. “As DigitalOcean continues to experience rapid growth, it’s critical we move fast to secure top talent, while taking time to nurture the phenomenal candidates already in our community,” said Olivia Melman, Manager, Recruiting Operations at DigitalOcean. “Eightfold.ai’s platform helps us improve operational efficiencies so we can quickly engage with high quality candidates and match past applicants to new openings.”

In companies of all sizes, talent management reaches its full potential when accountability and collaboration are aligned to a common set of goals. Business strategies and new business models are created and the specific amount of hires by month and quarter are set. Accountability for results is shared between business and talent management organizations, as is the case at AdRoll Group and DigitalOcean, both of which are making solid contributions to the growth of their businesses. When accountability and collaboration are not aligned, there are unpredictable, less than optimal results.

AI makes it possible to scale personalized responses to specific candidates in a company’s candidate community while defining the ideal candidate for each open position. The company’s founders call this aspect of their platform personalization at scale. “Our platform takes a holistic approach to talent management by meaningfully connecting the dots between the individual and the business. At Eightfold.ai, we are going far beyond keyword and Boolean searches to help companies and employees alike make more fulfilling decisions about ‘what’s next, “ commented Ashutosh Garg, CEO, and Co-Founder of Eightfold.ai.

Every hiring manager knows what excellence looks like in the positions they’re hiring for. Recruiters gather hundreds of resumes and use their best judgment to find close matches to hiring manager needs. Using AI and machine learning, talent management teams save hundreds of hours screening resumes manually and calibrate job requirements to the available candidates in a company’s candidate community. This graphic below shows how the Talent Intelligence Platform (TIP) helps companies calibrate job descriptions. During my test drive, I found that it’s as straightforward as pointing to the profile of ideal candidate and asking TIP to find similar candidates.

Achieving Greater Equality With A Data-Driven Approach To Diversity

Eightfold.ai can quantify hiring bias and has found it occurs 35% of the time within in-person interviews and 10% during online or virtual interview sessions. They’ve also analyzed hiring data and found that women are 11% less like to make it through application reviews, 19% less likely through recruiter screens, 12% through assessments and a shocking 30% from onsite interviews. Conscious and unconscious biases of recruiters and hiring managers often play a more dominant role than a woman’s qualifications in many hiring situations. For the organizations who are enthusiastically endorsing diversity programs yet struggling to make progress, AI and machine learning are helping to accelerate them to the goals they want to accomplish.

AI and machine learning can’t make an impact in this area quickly enough. Imagine the lost brainpower from not having a way to evaluate candidates based on their innate skills and potential to excel in the role and the need for far greater inclusion across the communities companies operate in. AdRoll Group’s CEO is addressing this directly and has made attaining greater diversity and inclusion a top company objective for the year. Daniel Doody, Global Head of Talent at AdRoll Group says “We’re very deliberate in our efforts to uncover and nurture more diverse talent while also identifying individuals who have engaged with our talent brand to include them” he said. Daniel Doody continued, “Eightfold.ai has helped us gain greater precision in our nurturing campaigns designed to bring more diverse talent to Adroll Group globally.”

Kelly O. Kay, Managing Partner, Global Managing Partner, Software & Internet Practice at Heidrick & Struggles agrees. “Eightfold.ai levels the playing field for diversity hiring by using pattern matching based on human behavior, which is fascinating,” Mr. Kay said. He added, “I’m 100% supportive of using AI and machine learning to provide everyone equal footing in pursuing and attaining their career goals.” He added that the Eightfold.ai’s greatest strength is how brilliantly it takes on the challenge of removing unconscious bias from hiring decisions, further ensuring greater diversity in hiring, retention and growth decisions.

Eightfold.ai has a unique approach to presenting potential candidates to recruiters and hiring managers. They can remove any gender-specific identification of a candidate and have them evaluated purely on expertise, experiences, merit, and skills. And the platform also can create gender-neutral job descriptions in seconds too. With these advances in AI and machine learning, long-held biases of tech companies who only want to hire from Cal-Berkeley, Stanford or MIT are being challenged when they see the quality of candidates from just as prestigious Indian, Asian, and European universities as well. Daniel Doody of Adroll Group says the insights gained from the Eightfold.ai platform “are helping to make managers and recruiters more aware of their own hiring biases while at the same time assisting in nurturing potential candidates via less obvious channels.”

How To Close The Talent Gap

Based on conversations with customers, it’s apparent that Eightfold.ai’s Talent Intelligence Platform (TIP) provides enterprises the ability to accelerate time to hire, reduce the cost to hire and increase the quality of hire. Eightfold.ai customers are also seeing how TIP enables their companies to reduce employee attrition, saving on hiring and training costs and minimizing the impact of lost productivity. Today more CEOs and CFOs than ever are making diversity and talent initiatives their highest priority. Based on conversations with Eightfold.ai customers it’s clear their TIP provides the needed insights for C-level executives to reach their goals.

Another aspect of the TIP that customers are just beginning to explore is how to identify employees who are the most likely to leave, and take proactive steps to align their jobs with their aspirations, extending the most valuable employees’ tenure at their companies. At the same time, customers already see good results from using TIP to identify top talent that fits open positions who are likely to join them and put campaigns in place to recruit and hire them before they begin an active job search. Every Eightfold.ai customer spoken with attested to the platform’s ability to help them in their strategic imperatives around talent.

83% Of Enterprises Are Complacent About Mobile Security

  • 89% of organizations are relying on just a single security strategy to keep their mobile networks safe.
  • 61% report that their spending on mobile security had increased in 2017 with 10% saying it had increased significantly.
  • Just 39% of mobile device users in enterprises change all default passwords, and only 38% use strong two-factor authentication on their mobile devices.
  • Just 31% of companies are using mobile device or enterprise mobility management (MDM or EMM).

These and many other insights are from the recently published Verizon Mobile Security Index 2018 Report. The report is available here for download (22 pp., PDF, no opt-in). Verizon commissioned an independent research company to complete the survey in the second half of 2017, interviewing over 600 professionals involved in procuring and managing mobile devices for their organizations. Please see page 20 of the study for additional details on the methodology.

The study found that the accelerating pace of cloud, Internet of Things (IoT), and mobile adoption is outpacing enterprises’ ability to scale security management, leaving companies vulnerable. When there’s a trade-off between the expediency needed to accomplish business performance goals and security, the business goals win the majority of the time. 32% of enterprises are sacrificing security for expediency and business performance, leaving many areas of their core infrastructure unsecured. Enterprises who made this trade-off of expediency over security were 2.4x as likely to suffer data loss or downtime.

Key takeaways from the study include the following:

  • 79% of enterprises consider their employees to be the most significant security threat. The study points out that it’s not due to losing devices, inadvertent security errors or circumventing security policies. It’s the threat of employees using their secured access for financial or personal gain. 58% of senior management leaders interviewed view employees with secure access as the most significant threat. Security platforms that can stop credential attacks using risk assessment models predicated on behavioral pattern matching and analysis by verifying an employee’s identity are flourishing today. One of the leaders in this field is Centrify, who espouses Zero Trust Security. The following graphic from the study shows the priority of which actors enterprise leaders are most concerned about regarding threats, with employees being the most often mentioned.

  • 32% of enterprises have sacrificed security for expediency and business performance leading to 45% of them suffering data loss or downtime. The study found that companies who sacrificed security were also 2.4x more likely to have experienced data loss or downtime as a result of a mobile-related security incident. For the 68% who prioritized security over expediency, just 19% had suffered data loss or downtime.

  • 89% of enterprises are relying on just a single security practice to keep their mobile networks safe. Verizon’s study found that the majority of enterprises are relying on just one security practice to protect their networks. 55% have two in place, and just 14% have four. Of the four security practices, only 39% change all default passwords. Just under half (47%), encrypt the transmission of sensitive data across open, public networks. The following graphic from the study illustrates the percentage of enterprises who have between 1 and all four security practices in place.

  • Just 49% of enterprises have a policy regarding the use of public WiFi, and even fewer (47%) encrypt the transmission of sensitive data across open, public networks. A startling high 71% of respondents use public Wi-Fi networks for work tasks, despite their companies prohibiting their use. Taking risks with unsecured Wi-Fi networks for expediency and business performance being done at the expense of security supports a key finding of this study. Nearly one in three (32%) of enterprises are sacrificing security for expediency and business performance, including accessing unsecured Wi-Fi networks. The following infographic from the study explains a few of the many security threats inherent in the design and use of public Wi-Fi networks.

 

How Machine Learning Quantifies Trust & Improves Employee Experiences

Bottom Line: By enabling enterprises to scale security with user behavior-based, contextual intelligence, Next-Gen Access strategies are delivering Zero Trust Security (ZTS) enterprise-wide, enabling the fastest companies to keep growing strong.

Every digital business is facing a security paradox today created by their proliferating amount of applications, endpoints and infrastructure on the one hand and the need to scale enterprise security without reducing the quality of user experiences on the other. Businesses face a continual series of challenges to growth, the majority of which are scale-based. Scaling security takes a multidimensional approach that accurately interprets user behavior, risk and threat predictions, and assesses data use and access patterns.

How Enterprises Are Solving The Security Paradox With Next-Gen Access

Security defies simple, scale-based solutions because its processes are ingrained in many different systems across a company. Each of the many systems security relies on and protects have their cadence, speed, and scale. When a company is growing fast, core systems including accounting, CRM, finance, pricing, sales, services, supply chain and human resources become security-constrained. It’s common for companies experiencing high growth to choose expediency over security. 32% of enterprises are sacrificing security for expediency and business performance, leaving many areas of their core infrastructure unsecured according to the Verizon Mobile Security Index 2018 Report.

The hard reality for any growing business is the faster they grow; the more sophisticated and strong they need to become at security. Protecting intellectual property (IP), all data assets and eradicating threats assures uninterrupted, profitable growth. Adding new suppliers, sales teams, distribution partners and service centers can’t be slowed down by legacy-based approaches to user authentication and system access.  The challenge is the faster a business is growing, the slower its legacy approaches to security reacts, slowing down sales cycles, supplier qualifications, and pipelines.

Next-Gen Access solves the security paradox of fast-growing businesses, enabling Zero Trust Security (ZTS) enterprise-wide by solving the following major challenges of a high growth business:

  1. Quit relying on brute-force Multi-Factor Authentication (MFA) techniques that deliver mediocre user experiences and slow down productivity. Any company can still attain Zero Trust Security (ZTS) without reverting to brute-force approaches to MFA. Get away from the idea of having MFA challenges be for every user on every device they use to access every resource. Instead look to Next-Gen Access (NGA) to quantify context, device, and behavioral patterns and derive risk scores for each user.
  2. Begin to rely on Next-Gen Access, Risk-Aware MFA, and Risk Scores to quantify trust and set the foundation of a Zero Trust Security (ZTS) enterprise-wide strategies. The goal is to keep growth going strong, uninterrupted by any security event or breach. Next-Gen Access (NGA) provides behavioral, contextual intelligence indexed as a risk score for each user, enabling more secure and efficient user experiences. NGA is built on a platform that includes Identity-as-a-Service (IDaaS), Enterprise Mobility Management (EMM) and Privileged Access Management (PAM). They are also the essential components for creating and fine-tuning Zero Trust Security (ZTS) across fast-growing businesses. Taken together in a concerted strategy, ZTS delivers greater control and visibility over every resource in a company.
  3. Identify potential security risks on a per-user basis to the device level and limiting access while asking for identity verification without impacting user experiences. NGA takes contextual and user intelligence into account when deciding which resources will be available to a given user based on their previous login and system use actions and behaviors quantified in their risk score. Machine learning algorithms are used to find patterns in user behavior that could signal a potential security risk. Based on the risk score, conditional access is provided or not. All of this is done in seconds and doesn’t impact the user experience.
  4. Rely on more NGA that learns user’s behavioral patterns over time and improves the user experience, scaling Zero Trust Security enterprise-wide. Solving the paradox of scaling security in fast-growing companies needs to start with a machine learning-based approach to finding and acting on user’s behavioral and contextual activity. As NGA “learns” how valid users interact with security, updating risk scores and performing identity verification, the quality of a user’s experience improves. In fast-growing companies adding new employees, partners, and suppliers, this is invaluable as every new user will generate a risk score. Quantifying trust using NGA, the foundation of any ZTS strategy makes fast, secure profitable growth possible.
  5. The era of ZTS has arrived, and it is accentuating the importance of partnering with security providers who excel at offering Next-Gen Access solutions. ZTS will continue to revolutionize every aspect of an organization’s security strategy, enabling digital businesses to grow faster and more securely over time. Next-Gen Access solutions are the foundations enabling enterprises to scale ZTS strategies across their businesses. Key Next-Gen access providers enabling the era of ZTS include Palo Alto Networks for firewalls and Centrify for Access. Over the next 18 months, ZTS will redefine the cybersecurity landscape as digital businesses look to Next-Gen Access solutions to securely scale their companies and grow.

Five Ways Machine Learning Can Save Your Company From A Security Breach Meltdown

  • $86B was spent on security in 2017, yet 66% of companies have still been breached an average of five or more times.
  • Just 55% of CEOs say their organizations have experienced a breach, while 79% of CTOs acknowledge breaches have occurred. One in approximately four CEOs (24%) aren’t aware if their companies have even had a security breach.
  • 62% of CEOs inaccurately cite malware as the primary threat to cybersecurity.
  • 68% of executives whose companies experienced significant breaches in hindsight believe that the breach could have been prevented by implementing more mature identity and access management strategies.

These and many other fascinating findings are from the recently released Centrify and Dow Jones Customer Intelligence study, CEO Disconnect is Weakening Cybersecurity (31 pp, PDF, opt-in).

One of the most valuable findings from the study is how CEOs can reduce the risk of a security breach meltdown by rethinking their core cyber defense strategy by maturing their identity and access management strategies.

However, 62% of CEOs have the impression that multi-factor authentication is difficult to manage. Thus, their primary security concern is primarily driven by how to avoid delivering poor user experiences. In this context, machine learning can assist in strengthening the foundation of a multi-factor authentication platform to increase effectiveness while streamlining user experiences.

Five Ways Machine Learning Saves Companies From Security Breach Meltdowns

Machine learning is solving the security paradox all enterprises face today. Spending millions of dollars on security solutions yet still having breaches occur that are crippling their ability to compete and grow, enterprises need to confront this paradox now. There are many ways machine learning can be used to improve enterprise security. With identity being the primary point of attacks, the following are five ways machine learning can be leveraged in the context of identity and access management to minimize the risk of falling victim to a data breach.

  1. Thwarting compromised credential attacks by using risk-based models that validate user identity based on behavioral pattern matching and analysis. Machine learning excels at using constraint-based and pattern matching algorithms, which makes them ideal for analyzing behavioral patterns of people signing in to systems that hold sensitive information. Compromised credentials are the most common and lethal type of breach. Applying machine learning to this challenge by using a risk-based model that “learns’ behavior over time is stopping security breaches today.
  2. Attaining Zero Trust Security (ZTS) enterprise-wide using risk scoring models that flex to a businesses’ changing requirements. Machine learning enables Zero Trust Security (ZTS) frameworks to scale enterprise-wide, providing threat assessments and graphs that scale across every location. These score models are invaluable in planning and executing growth strategies quickly across broad geographic regions. CEOs need to see multi-factor authentication as a key foundation of ZTS frameworks that can help them grow faster. Machine learning enables IT to accelerate the development of Zero Trust Security (ZTS) frameworks and scale them globally. Removing security-based roadblocks that get in the way of future growth needs to be the highest priority CEOs address. A strong ZTS framework is as much a contributor to revenue as is any distribution or selling channel.
  3. Streamlining security access for new employees by having persona-based risk model profiles that can be quickly customized by IT for specific needs. CEOs most worry about security’s poor user experience and its impacts on productivity. The good news is that the early multi-factor authentication workflows that caused poor user experiences are being redefined with contextual insights and intelligence based on more precise persona-based risk scoring models. As the models “learn” the behaviors of employees regarding access, the level of authentication changes and the experience improves. By learning new behavior patterns over time, machine learning is accelerating how quickly employees can gain access to secured services and systems.
  4. Provide predictive analytics and insights into which are the most probable sources of threats, what their profiles are and what priority to assign to them. CIOs and the security teams they manage need to have enterprise-wide visibility of all potential threats, ideally prioritized by potential severity. Machine learning algorithms are doing this today, providing threat assessments and defining which are the highest priority threats that CIOs and their teams need to address.
  5. Stop malware-based breaches by learning how hackers modify the code bases in an attempt to bypass multi-factor authentication. One of the favorite techniques for hackers to penetrate an enterprise network is to use impersonation-based logins and passwords to pass malware onto corporate servers. Malware breaches can be extremely challenging to track. One approach that is working is when enterprises implement a ZTS framework and create specific scenarios to trap, stop and destroy suspicious malware activity.

10 Ways Machine Learning Is Revolutionizing Manufacturing In 2018

  • Improving semiconductor manufacturing yields up to 30%, reducing scrap rates, and optimizing fab operations is achievable with machine learning.
  • Reducing supply chain forecasting errors by 50% and lost sales by 65% with better product availability is achievable with machine learning.
  • Automating quality testing using machine learning is increasing defect detection rates up to 90%.

Bottom line: Machine learning algorithms, applications, and platforms are helping manufacturers find new business models, fine-tune product quality, and optimize manufacturing operations to the shop floor level.

Manufacturers care most about finding new ways to grow, excel at product quality while still being able to take on short lead-time production runs from customers. New business models often bring the paradox of new product lines that strain existing ERP, CRM and PLM systems by the need always to improve time-to-customer performance. New products are proliferating in manufacturing today, and delivery windows are tightening. Manufacturers are turning to machine learning to improve the end-to-end performance of their operations and find a performance-based solution to this paradox.

The ten ways machine learning is revolutionizing manufacturing in 2018 include the following:

  • Improving semiconductor manufacturing yields up to 30%, reducing scrap rates, and optimizing fab operations are is achievable with machine learning. Attaining up to a 30% reduction in yield detraction in semiconductor manufacturing, reducing scrap rates based on machine learning-based root-cause analysis and reducing testing costs using AI optimization are the top three areas where machine learning will improve semiconductor manufacturing. McKinsey also found that AI-enhanced predictive maintenance of industrial equipment will generate a 10% reduction in annual maintenance costs, up to a 20% downtime reduction and 25% reduction in inspection costs. Source: Smartening up with Artificial Intelligence (AI) – What’s in it for Germany and its Industrial Sector? (52 pp., PDF, no opt-in) McKinsey & Company.

  • Asset Management, Supply Chain Management, and Inventory Management are the hottest areas of artificial intelligence, machine learning and IoT adoption in manufacturing today. The World Economic Forum (WEF) and A.T. Kearney’s recent study of the future of production find that manufacturers are evaluating how combining emerging technologies including IoT, AI, and machine learning can improve asset tracking accuracy, supply chain visibility, and inventory optimization. Source: Technology and Innovation for the Future of Production: Accelerating Value Creation (38 pp., PDF, no opt-in) World Economic Forum with A.T. Kearney.

  • Manufacturer’s adoption of machine learning and analytics to improve predictive maintenance is predicted to increase 38% in the next five years according to PwC. Analytics and MI-driven process and quality optimization are predicted to grow 35% and process visualization and automation, 34%. PwC sees the integration of analytics, APIs and big data contributing to a 31% growth rate for connected factories in the next five years. Source: Digital Factories 2020: Shaping the future of manufacturing (48 pp., PDF, no opt-in) PriceWaterhouseCoopers

  • McKinsey predicts machine learning will reduce supply chain forecasting errors by 50% and reduce lost sales by 65% with better product availability. Supply chains are the lifeblood of any manufacturing business. Machine learning is predicted to reduce costs related to transport and warehousing and supply chain administration by 5 to 10% and 25 to 40%, respectively. Due to machine learning, overall inventory reductions of 20 to 50% are possible. Source: Smartening up with Artificial Intelligence (AI) – What’s in it for Germany and its Industrial Sector? (52 pp., PDF, no opt-in) McKinsey & Company.

  • Improving demand forecast accuracy to reduce energy costs and negative price variances using machine learning uncovers price elasticity and price sensitivity as well. Honeywell is integrating AI and machine-learning algorithms into procurement, strategic sourcing and cost management. Source: Honeywell Connected Plant: Analytics and Beyond. (23 pp., PDF, no opt-in) 2017 Honeywell User’s Group.

  • Automating inventory optimization using machine learning has improved service levels by 16% while simultaneously increasing inventory turns by 25%. AI and machine learning constraint-based algorithms and modeling are making it possible scale inventory optimization across all distribution locations, taking into account external, independent variables that affect demand and time-to-customer delivery performance. Source: Transform the manufacturing supply chain with Multi-Echelon inventory optimization, Microsoft, March 1, 2018.

  • Combining real-time monitoring and machine learning is optimizing shop floor operations, providing insights into machine-level loads and production schedule performance. Knowing in real-time how each machine’s load level impacts overall production schedule performance leads to better decisions managing each production run. Optimizing the best possible set of machines for a given production run is now possible using machine learning algorithms. Source: Factories of the Future: How Symbiotic Production Systems, Real-Time Production Monitoring, Edge Analytics and AI Are Making Factories Intelligent and Agile, (43 pp., PDF, no opt-in) Youichi Nonaka, Senior Chief Researcher, Hitachi R&D Group and Sudhanshu Gaur Director, Global Center for Social Innovation Hitachi America R&D

  • Improving the accuracy of detecting costs of performance degradation across multiple manufacturing scenarios reduces costs by 50% or more. Using real-time monitoring technologies to create accurate data sets that capture pricing, inventory velocity, and related variables gives machine learning apps what they need to determine cost behaviors across multiple manufacturing scenarios. Source: Leveraging AI for Industrial IoT (27 pp., PDF, no opt-in) Chetan Gupta, Ph.D. Chief Data Scientist, Big Data Lab, Hitachi America Ltd. Date: Sept. 19th, 2017

  • A manufacturer was able to achieve a 35% reduction in test and calibration time via accurate prediction of calibration and test results using machine learning. The project’s goal was to reduce test and calibration time in the production of mobile hydraulic pumps. The methodology focused on using a series of machine learning models that would predict test outcomes and learn over time. The process workflow below was able to isolate the bottlenecks, streamlining test and calibration time in the process. Source: The Value Of Data Science Standards In Manufacturing Analytics (13 pp., PDF, no opt-in) Soundar Srinivasan, Bosch Data Mining Solutions And Services

  • Improving yield rates, preventative maintenance accuracy and workloads by the asset is now possible by combining machine learning and Overall Equipment Effectiveness (OEE). OEE is a pervasively used metric in manufacturing as it combines availability, performance, and quality, defining production effectiveness. Combined with other metrics, it’s possible to find the factors that impact manufacturing performance the most and least. Integrating OEE and other datasets in machine learning models that learn quickly through iteration are one of the fastest growing areas of manufacturing intelligence and analytics today. Source: TIBCO Manufacturing Solutions, TIBCO Community, January 30, 2018

Additional reading:

Artificial Intelligence (AI) Delivering Breakthroughs in Industrial IoT (26 pp., PDF, no opt-in) Hitachi

Artificial Intelligence and Robotics and Their Impact on the Workplace (120 pp., PDF, no opt-in) IBA Global Employment Institute

Artificial Intelligence: The Next Digital Frontier? (80 pp., PDF, no opt-in) McKinsey and Company

Big Data Analytics for Smart Manufacturing: Case Studies in Semiconductor Manufacturing (20 pp., PDF, no opt-in), Applied Materials, Applied Global Services

Connected Factory and Digital Manufacturing: A Competitive Advantage, Shantanu Rai, HCL Technologies (36 pp., PDF, no opt-in)

Demystifying AI, Machine Learning, and Deep Learning, DZone, AI Zone

Digital Factories 2020: Shaping the future of manufacturing (48 pp., PDF, no opt-in) PriceWaterhouseCoopers

Emerging trends in global advanced manufacturing: Challenges, Opportunities, And Policy Responses (76 pp., PDF, no opt-in) University of Cambridge

Factories of the Future: How Symbiotic Production Systems, Real-Time Production Monitoring, Edge Analytics and AI Are Making Factories Intelligent and Agile, (43 pp., PDF, no opt-in) Youichi Nonaka, Senior Chief Researcher, Hitachi R&D Group and Sudhanshu Gaur Director, Global Center for Social Innovation Hitachi America R&D

Get started with the Connected factory preconfigured solution, Microsoft Azure

Honeywell Connected Plant: Analytics and Beyond. (23 pp., PDF, no opt-in) 2017 Honeywell User’s Group.

Impact of the Fourth Industrial Revolution on Supply Chains (22 pp., PDF, no opt-in) World Economic Forum

Leveraging AI for Industrial IoT (27 pp., PDF, no opt-in) Chetan Gupta, Ph.D. Chief Data Scientist, Big Data Lab, Hitachi America Ltd. Date: Sept. 19th, 2017

Machine Learning & Artificial Intelligence Presentation (14 pp., PDF, no opt-in) Erik Hjerpe Volvo Car Group

Machine Learning Techniques in Manufacturing Applications & Caveats, (44 pp., PDF, no opt-in), Thomas Hill, Ph.D. | Exec. Director Analytics, Dell

Machine learning: the power and promise of computers that learn by example (128 pp., PDF, no opt-in) Royal Society UK

Predictive maintenance and the smart factory (8 pp., PDF, no opt-in) Deloitte

Priore, P., Gómez, A., Pino, R., & Rosillo, R. (2014). Dynamic scheduling of manufacturing systems using machine learning: An updated reviewAi Edam28(1), 83-97.

Smartening up with Artificial Intelligence (AI) – What’s in it for Germany and its Industrial Sector? (52 pp., PDF, no opt-in) McKinsey & Company

Technology and Innovation for the Future of Production: Accelerating Value Creation (38 pp., PDF, no opt-in) World Economic Forum with A.T. Kearney

The Future of Manufacturing; Making things in a changing world (52 pp., PDF, no opt-in) Deloitte University Press

The transformative potential of AI in the manufacturing industry, Microsoft, by Sanjay Ravi, Managing Director, Worldwide Discrete Manufacturing, Microsoft, September 25, 2017

The Value Of Data Science Standards In Manufacturing Analytics (13 pp., PDF, no opt-in) Soundar Srinivasan, Bosch Data Mining Solutions And Services

TIBCO Manufacturing Solutions, TIBCO Community, January 30, 2018

Transform the manufacturing supply chain with Multi-Echelon inventory optimization, Microsoft, March 1, 2018.

Turning AI into concrete value: the successful implementers’ toolkit (28 pp., PDF, no opt-in) Capgemini Consulting

Wuest, T., Weimer, D., Irgens, C., & Thoben, K. D. (2016). Machine learning in manufacturing: advantages, challenges, and applicationsProduction & Manufacturing Research4(1), 23-45.

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