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Adopting Big Data megatrends Malaysian style

Dr. Dzaharudin Mansor (photo left) is the National Technology Officer for Microsoft Malaysia. In this role, he drives the engagement with key stakeholders on policy formation, which includes academics, policy makers & advisors, and interest groups with the intention to build trust for future engagement.


According to Dr. Dzaharudin information technology is rapidly evolving driven by the interplay of megatrends like mobility, cloud computing, Big Data, social and Internet of Things (IoT) at some point in the future.
He believes that these megatrends have accelerated changes that impact people and businesses, and that “Big Data together with Cloud will be key enablers to these rapid and impactful socio-economic transformation.  Countries and businesses that are able to properly leverage on Big Data opportunities will gain significant competitive advantage over those that do not,” said Dr. Dzaharudin.

He says that Open Data or electronic data that government opens up to businesses and the public offers real economic value. “By applying Big Data techniques to Open Data, the not only business can benefit from this, governments are able to provide better citizen services at a lower cost which is a challenge faced by most governments around the world. It is for this reason that many progressive governments around the world are embracing Open Data as part of their Big Data strategy,” he continues.

How are these applied in Malaysia? Ian Choy (photo right), Technology Solutions Specialist – Application Platform, Enterprise & Partner Group for Microsoft Malaysia, says that locally, big data interest is particularly strong in finance, telco and government. “For organizations across these industry sectors finding the right enterprise partner is an important part in the journey. Big data in the cloud is also generating a lot of interest for its ability to accelerate faster time-to-market and, without missing a beat, flexible cost structure,” he explains.

Choy advises that business leaders and organizations serious about Big Data to first identify what they want out of their data to drive their business. Once that is done, the leadership team must also be cognizant that an investment needs to be made for successful Big Data implementation.

Big Data is about empower real-time decision-making at all levels of the organization. It is no longer about keeping the information to the executive levels of the enterprise. The reality, however, is that as organizations grow in size they must also overcome challenges such as lack of organization alignment, ineffective and bottlenecked decision processes, poor coordination, as well as inconsistency, etc.

Steven Yong(photo left), Managing Director at Accelteam, says “with these problems, it is very difficult for top leaders to empower various unit leaders with decision making abilities without the risk of poor decision executions,” he adds.

He further explains that successful organizations make use of organized and timely information to improve decisions, collaboration, drive alignment and actions. “Big Data is now considered as a new dataset that provides the organization with the ability to understand certain context of information that were not available previously – such as machine data, social media data etc. For an organization to be successful in empowering its employees, a systematic approach of bringing relevant information to the relevant party on a timely basis is the key,” Yong admonishes.

Accelteam best practices lists four high level steps to achieve effective staff empowerment, including:
1)            Develop a clear organization goals and objectives
2)            Develop KPIs that supports organization objectives
3)            Develop analysis areas that support KPIs
4)            Build relevant dashboards to various staff accordance to their functions

With staff churn a global concern among organizations, Human Resource (HR) is seen as one of the key areas that would benefit from Big Data. Innotiive Asia’s Chief Talent Officer, Renganathan Palanisamy, says People or Talent analytics is proving to be very useful in understanding staff behavior particularly as the organization grows in size and operational complexity.

“How well do organizations understand what drives the performance of their workforce? This question and more can be answered by implementing a proper talent analysis framework,” said Palanisamy. “Of course, having the tools alone will not be sufficient in producing similar outcomes, there are challenges to be addressed in building analytical skills into the fabric of the organization. At the local front, I am glad that MDeC has taken the initiative to build such skills while imparting it via their MSC Malaysia MyProCert(SRI) MOOC programme on Data Science.”

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