Monday Apr 25, 2016

What’s new in Big Data Discovery 1.2?

Oracle Big Data Discovery offers a new approach for turning big data into commercial value, fast.  BDD makes exploring big data as easy as shopping online, allowing ordinary analysts to find, improve, analyze, and share data without needing the technical skills of a data scientist. No other big data solution in the industry today covers the complete analytics lifecycle in a single product or makes it as quick and easy to stand up a fully functional data lab.

BDD 1.2 takes on the biggest problem in big data: harnessing the knowledge and skills of business analysts to solve unprecedented problems with new data. This release features major new functionality all across the product, along with hundreds of performance improvements that make the platform faster and more reliable than ever.

Highlights

· Wrangle + Reshape: Big Data Discovery 1.2 adds support for aggregation and join transformations, allowing users to group and blend data of any size interactively using Spark. Combining open source innovation with Oracle engineering, BDD provides an easy-to-use visual interface that guides users through these essential data shaping tasks—allowing analysts to sculpt new datasets to power new analytics, without the need for IT’s technical skills.

· Curate + Locate: Big data is messy data. Making data usable involves not just cleaning the data itself, but also cleaning its metadata—giving clear names and descriptions so that analysts can understand what it all means. With BDD 1.2, data stewards can do exactly that. A deeper Catalog reaches down into attribute names, descriptions, tags, and (new in BDD 1.2) semantic types to making finding relevant data easier than ever. Taken together, these new capabilities allow customers to quickly transform their scattered data assets into an organized, navigable data lake for analysts.

· BDD + Python: Customers no longer have to choose between the ease of use of an integrated visual experience and the freedom of custom code—with BDD 1.2, they can have both. BDD 1.2 offers a new shell mode that allows data scientists to pick up any dataset in the Catalog for custom processing in Python. From here, ingenuity is the limit: data scientists can develop custom transformations, apply advanced algorithms, and perform predictive analysis with the tools they know best. This integration provides the best of both worlds: a shared, analyst-friendly environment for reusable, collaborative data exploration, preparation, and visualization (BDD) plus a dedicated environment for advanced, narrowly tailored processing.

· Streamline + Share. Most big data tools optimize for technical specialists--and they end up freezing out organizations’ most potentially powerful assets: their established teams of business analysts. BDD 1.2 tackles the problem of large-scale collaboration head on, by streamlining the visual data exploration and data transformation experience and by building a notification framework to keep all users on top of what’s going on. Combined with the enhanced data shaping and data curation capabilities, these enhancements open up the data lake to more than just data scientists.

· Speed + Scale. A combination of open-source maturation and Oracle engineering makes 1.2 the fastest, most scalable BDD yet. Users can acquire and transform data significantly faster than in BDD 1.1 and at significantly higher scale and concurrency. BDD 1.2 also includes the ability to store Dgraph indexes in HDFS, eliminating the need for shared NFS and providing a native, high-performance option for in-cluster deployments.

These are just the highlights—check out BDD 1.2 for yourself to see Oracle’s strategic solution for giving organizations a competitive advantage through big data analytics.

Tuesday Mar 22, 2016

May the Source be with You

The data source, that is.

We’ve all been there. Your manager asks you for analysis on how a particular project is progressing, and, being the tech savvy business manager you are, you head over to your IT-managed system that has the data sets neatly modeled for you. Even to the most seasoned professional, this is no small task – a fair amount of querying, filtering, and dragging and dropping is to be expected. But, you’ve done it all before, so you get to it, and in due course, your analysis is done!

Not so fast.

Your manager sends over a couple spreadsheets, and asks you to add it to your analysis. Suddenly, this previously manageable task turns into a “please do this seemingly impossible thing that just popped into my head and get it back to me in the next hour” type of request, and now you are left scrambling on how to get this done.

Luckily, your department often has to mash up data from different sources before. In fact, leveraging multiple data sources is a pretty common occurrence, and your company has invested heavily in making sure accessing data is not an obstacle to performing an analysis. But what about when you have a personal data source you would like to add (or your boss’s ultra-important Excel file)? Tapping into the system to access modeled data is one thing – but mashing it up with your personal files is quite another.

Enter Oracle Data Visualization.

Blending these two types of datasets is key to having a complete view of the business. On a day-to-day basis, we gather information to measure, manage, and respond to what is happening in our business. And the reality is, we need to have access to multiple database sources and the have the ability to blend that data with our personal files. In so many of the projects that we do, we throw data points onto a spreadsheet for one reason or another, and this dataset is no less important than the modeled data we get from our friends in IT. No data should get left behind simply because it’s difficult to use.

So the next time your boss gives you a 1-hour turnaround time for an analysis – remember, don’t sweat the small stuff.

Try a free 30 day trial of Oracle Data Visualization Cloud Service here.

Pati Nishiyama

Monday Mar 07, 2016

Moving Towards Analytic-Driven HR: Does HR Need Better Analytics?

With tight competition to maintain the strongest employee pool, today’s Chief HR Officers and HR leaders are constantly asking themselves strategic questions. Here are a few:

  • Do we have effective employees? How do we analyze our talent: Its ability to produce? Its teamwork capability? Its financial ROI?... • Are we paying employees a competitive wage? What are the risks of losing valued employees to the competition? How are similar companies doing…by industry? …by company size? …within our geography? 
  • Are we hiring the best employees available? Where can the best candidates be found? What is the perception of my company by the candidate pool? What are the employment conditions and perks expected by today’s candidates?  

Undoubtedly, the more relevant information that a CHRO and HR leaders have available, the clearer the picture of the company’s ability to attract, develop, and maintain the best employees becomes. It’s also evident that some of this information isn’t available from the traditional HR data sources.

When comparing the analytics needs of  HR leaders with what’s available to them I find that, for many HR departments: 

  • The information in the data repository is limited and often the data isn’t available from a single system. 
  • Use of analytic and automated reporting is scarce. In fact, many reports are manually compiled in Excel and, often, the information is stale even before it’s produced. 
  •  Reports tend to focus on history and summarize factual events. How is an HR leader to answer the strategic questions, today, with the information that is readily available? 
Clearly, CHROs and HR leaders need to gather information from not only traditional sources, but from a growing variety of non-traditional sources. In a subsequent article, I will expand on the informational demands being placed on CHROs and HR leaders.

Monday Feb 22, 2016

Oracle’s Perspective on the Analytics Market

Rich Clayton | Vice President 
Oracle Business Analytics Product Group

Amidst the constantly evolving analytics market, there has been a fundamental shift from IT leading the charge to pursue analytics initiatives, to one where the business and IT share in this decision. There’s no doubt that analytics has become strategic for most organizations today, and as such has introduced a new wave of both new consumers and new expectations.

The workforce is changing, and with that change brings a new way to work. Gone are the days where training manuals are commonplace in the office – today’s workforce expects to get up and running quickly with an intuitive interface. But it doesn’t end there. While speed and simplicity are key, business leaders still have high expectations around data quality and security. A centralized analytics platform where IT plays a pivotal role is still a fundamental part of any analytics strategy. The combination of both business led and IT led initiatives is the sweet spot for innovation.

We didn’t just come up with this on our own - customers have spoken, and Oracle has listened. Here are some of the top analytic themes our customers want.

A Path to the Cloud. Cloud and analytics are a perfect match. Cloud is about speed and innovation, not just different economics or a pay-as-you-go subscription model. We’re seeing customers go from purchase to production in 17 days – for 700 users. Most importantly, we are seeing cloud change the dynamic between business leaders and IT professionals and how they work. Keep in mind, this doesn’t assume all data lives in the cloud. Our strategy is to provide a best-in-class hybrid approach that extends current infrastructure investments and data security with the speed and innovation of the public cloud.

Data visualization. Business people want to see the signals before their competitors. They want to mashup personal, corporate and big data and quickly understand the value of their data, share their data story with their colleagues, and do it all in a matter of minutes. Data visualization is key to the simplicity of this, and therefore needs to be embedded into every analytic system from mobile to desktop. From department to enterprise. From on-premises to cloud. What’s essential is continuity of experience for fueling the analytical productivity that is expected today.

Data discovery for all. This is no longer a task for data scientists but for anyone trying to experiment and test the value of their data. Discovery is not just a better BI, it’s a whole new method for enriching data, exploring patterns and building perspectives with qualitative and quantitative data.

Mobile. We’ve been using analytics on our devices for some time, but now the market demands a location-aware “assistant.” Our mobile experience not only supports voice recognition and mobile authoring, but also looks at your digital footprint to present insights relevant to your upcoming meetings.

To support these trends Oracle has designed, built and launched several new offerings in the last few years, such as Oracle BI Cloud Service, Oracle Data Visualization Cloud Service, Oracle Big Data Discovery and Oracle BI Mobile. Most importantly, these new business-led solutions are tightly integrated with Oracle’s enterprise analytics platform – Oracle Business Intelligence Suite.

Our strategy ensures consistency of experience and portability of analytic content across business-led and IT-led analytics initiatives, whether cloud or on-premises. And we strongly believe that the combination of these two modes of analytics working together is what will create sustainable competitive advantage for our customers.

Monday Feb 08, 2016

Is Human Resources a Cost Center or a Value-Added Partner?

Call it what you may – “Human Resources”, “People Management”, “Human Capital Management” - is a new name, by itself, sufficient to validate its importance to the organization? Traditional business areas have changed the perception that they are “cost centers” and have elevated themselves to “value-added business partners.” For example, the traditional finance operational functions – keeping the books, ensuring compliance, etc. – are still important for an organization’s survival and must continue. Those in finance roles, however, have also realized that they are in a unique position to advise and to partner with business executives to drive and more closely support the organization’s strategy. To accomplish this, they have had to prove that they are able to look beyond the organization as a series of financial transactions to emphasize how finance and financial decisions support the objectives of the business entity. Surely, traditional human resource roles – hiring, benefits and payroll management - are necessary for an organization to function, but these are operational tasks. What does an HR department need to do to attain an elevated organizational role? In her 2015 article, The New Roles of the Human Resources Professional, Susan M. Heathfield observed, “It's not enough to ask for a seat at the executive table; HR people will have to prove they have the business savvy necessary to sit there.” So how does HR transform itself into a value-added partner of the organization? The answer lies in using robust Talent Analytics to Drive Performance. Analytics-driven HR:

• Delivers more precise visibility to predict and plan organizational performance
• Permits cross-functional insights to better understand, develop and maintain a productive workforce
• Measures and shapes HR’s contribution to the business

The next question, then, is how do HR departments acquire Analytics-driven capabilities? In subsequent posts, I will discuss what it takes to move to an analytic-driven HR organization, how HR can always be one step ahead, and how to build and maintain top talent.

Tuesday Feb 02, 2016

How can I build visual analytics expertise?

By Barry Mostert

When I think of a simple tool, I immediately think of a hammer – it’s a very intuitive, easy-to-use tool.  You pick it up and you can begin striking things with little input or guidance. By itself, striking things, however, doesn’t make you a carpenter, or an architect – other skills are needed.

Although they aren’t as simple as a hammer, visual analytics tools are designed to be much more intuitive than traditional BI tools, since mastering traditional BI tools often required extensive formal training. Is this the only skill that is needed to become a proficient data visualization analyst?

Let me ask, “Where we should look to find the best candidates to become today’s data visualization experts?” At first blush, there may be a temptation to choose IT experts since they are likely to quickly pick up the nuances of the tool. Comfort with the tool is certainly necessary but, like using a hammer to become a carpenter, something else is needed to become a proficient data analyst with visualization tools. That extra skill, not often found within IT, is an understanding of the data – its business meaning and the interrelationships.

Not understanding the data makes extracting information to provide meaningful insights very difficult, regardless the tool being used.  Often, this failure is blamed on the tool, itself, for “not figuring this out for me.” Although most tools have intelligence built in to provide some help, at the end of the day, it doesn’t “know” the data like an experienced business user “knows” the data. To gain insight or to make any meaningful interpretation really requires a solid understanding of these metrics, their dimensions and their relationships in context to the intelligence being sought. These skillsets, and the prime candidates for data visualization experts, are usually found within the business user community.

Of course, these business candidates must be willing, able, and, preferably, eager to learn the visual analytics tool. Is learning the tool too onerous for business users? I have seen that, with a little guidance from experienced users, the use of online videos, and the review of “tips ‘n tricks” documentation, a user can quickly become quite capable in the use of visual analytics tools. After this quick orientation, mastering the tool is best done by “playing with it.” It certainly does not require poring through bulky reference manuals, or costly formal training sessions.

The bottom line is that, for most organizations, when looking for the best candidates to become data visualization masters, look for those with a good understanding of their own data and an eagerness for learning new tools.

Tuesday Jan 19, 2016

What’s the Hype about Data Visualization? Seems like the Same Old Graphics to me.

By Barry Mostert

 “All I see are the same bar charts, pie charts and scatter plots that I’ve always had.” “I don’t see much difference from what’s in my current dashboards.”  “Where are the new, innovative, different types of charts?” 

When I talk to people about data visualization, initially they express disappointment that they’re not seeing “new ways” to present data. Actually, data visualization isn’t about replacing reliable forms of graphic expression; after all, a pie chart will always be pretty good at easily portraying a metric against a single dimension.  A visual’s intent is to present information that allows the viewer to quickly digest the meaning of the data and in a way that will help to lead them to new insights.  My experience has shown me that new ways of presenting and enhancing graphics are often poorly applied – and often for novelty effect. Adding effects like shadows, 3D, or making them spin doesn’t actually improve the information being represented. Sure, they may be “prettier” or “more fun” and so they’re great when doing a presentation, but these effects do little to support analysis of the underlying information – actually, they are more likely to create a distraction than to add value. 

Of course, with data visualization tools, brand new types of charts are available, and I will discuss new chart types and the use of the technology called D3 in a subsequent post. For now, keep in mind that this isn’t the major benefit of data visualization.

“So if data visualization tools aren’t to provide a broader array of graphics, why is there so much hype about them and why shouldn’t I just stick with my classic dashboard tool?”  The answer lies in the way that users interact with these two tools.  A classic dashboard is usually created an answer to a specific, predefined question whose answer changes over time (e.g., revenue to date, production throughput).  Classic dashboards are usually built to help users discover what has happened. Data visualization techniques, on the other hand, empower data exploration by supporting a guided conversation through the data. There is no predefined requirement and no predetermined end point - the conversation may lead anywhere.  Data visualization goes beyond what has happened to encourage the user to uncover why it is happening.

The difference between data visualization and a classic dashboard is not in the appearance, but in the type of question that initiates the conversation with the data, and how you employ the visuals to answer the question.

In subsequent posts, we will offer more thoughts and observations about data visualization – applications, techniques, considerations for people, and tools. 

Tuesday Sep 15, 2015

Treat Your HCM System like a B-52!

Joseph Thamas ( view the original post on LinkedIn)

My father was a B-52 Navigator during the Vietnam War. At that point, he was only 9 years older than the plane he was guiding. The US Air Force has plans to utilize the B-52 as a strategic asset until 2044, a nearly 100 year lifespan! Over that time, new engines, avionics (my father used a sliderule and a sextant to navigate 20 hour round trip flights) and armaments have been added but the core airframe flown by pilots today was last produced in 1962. Most B-52 aircrews are in a plane older than their parents (or even grandparents!)

I thought about my dad and the B-52 when I read one of the results of the Bersin by Deloitte Investments in Human Capital Management Systems survey(available here). In the survey, it stated that the #1 reason respondents listed why they would replace their HCM system was “Improved Analytics and Reporting”. If your current HCM system can’t do the job, sure, replace it. In fact, I even have a suggestion of a vendor to check out for an excellent cloud-based HCM system. But for many of you, your core HCM “airframe” is fine, you just need some updated analytics/avionics and maybe some fancy new armaments/talent management. Leveraging cloud-based analytics or talent management with your existing HCM system has never been easier technically, and probably a lot easier to justify with your CFO. I can’t guarantee a 100 year lifespan but there probably are a couple more years left in your HCM system, once you add some modern components. Ping me for more info.

Tuesday Sep 08, 2015

Big Data and the Window to Innovation

Jake Krakauer
Senior Director, Global Market Development, Cloud Analytics

How can Big Data fuel the process of innovation? Structured analysis helps us answer known questions, but sometimes those questions don’t lead us to new opportunity or root cause. That’s where Big Data Analytics comes in – it opens the window to innovation. Answers to new questions and clues to new business opportunities probably exist somewhere in the massive amount of information that’s being generated. What’s needed is an engine to help the new explorers – business people – to intuitively engage with data and conduct discovery, working in the way that they think. We are on the cusp of these new solutions now – the window is open.

Friday Aug 07, 2015

Insight for HCM is more than Reporting

Joe Thomas – Sr. Director, Global Business Analytics Product Group

In a recent survey, 86% of companies stated that they had no formal analytics function in their HCM department. I found this both frightening and stunning. Compensation and benefits are a sizable operating expense for any company, but for a services based organization, it might be the highest single expense. No CFO would allow individual cost-center managers to make cash flow or treasury decisions, yet these same managers regularly make critical compensation, recruitment and retention decisions without a strategic analytical framework.

HCM is the “Supply Chain” of all service-based organizations, and a critical component of any organization. The same rigor that is placed on the finance department in terms of cash flow or investments, or on operations for product defect rates or product profitability must be brought into and delivered by the HCM function. Simple reporting on headcount or turnover is not enough. Analysis of the entire HCM “supply chain” of “Hire to Retire” is critical in today’s competitive environment. Stop focusing on headcount reports in Excel, and start thinking about how to optimize “revenue by employee by product and geography over time”. It needs to start with you.

Friday Mar 27, 2015

Information Cycle: The Times They Are A-Changin

Release 11.1.1.9.1 of Oracle Business Intelligence Applications OBIA @AlexAnvari www.linkedin.com/in/alexanvari

There is an enterprise analogy to nature’s cycle where every molecule of water passes through a cloud. Your information also flows like water and it will end up in a cloud at some point in a cycle. Information too is everywhere and it can gather into glaciers (long range mega storage data-warehouse), as a river overflowing the banks (and budgets or capacity to consume) and on premises (in a water tower) for near term requirements.

Information naturally will cycle through both cloud and on premise sources and uses. Experts say every piece of enterprise information will pass through a cloud (outsourced computing environment) at some point because of superior economics, security, agility and innovation. You may process (HR, Financial, Supply Chain, Production, Sales, Procurement) transactions in-house or in the cloud or, even more likely, in a hybrid ever-changing fashion. For sure, just like water, transactions will be communicated, transported, stored, analyzed, reported or consumed with some cloud involved somewhere in the cycle.

[Read More]

Tuesday Mar 17, 2015

What’s New in Oracle BI Applications 11.1.1.9.1?

Oracle Business Intelligence (BI) Applications 11.1.1.9.1 is now available on the Oracle Software Delivery Cloud, and on the Oracle BI Applications OTN page. This release is certified with the latest version of Oracle BI Foundation 11.1.1.7. This new release of Oracle Business Intelligence Applications adds:

1. New support for Oracle Cloud Application Sources to enable Hybrid Analytics from on-premise and cloud Applications

2. Expanded functional content coverage across existing Oracle BI Applications

New Oracle Cloud Application Sources for Hybrid Analytics

· With the continued move to the Cloud, Oracle BI Applications has introduced support for the following Oracle Application Cloud sources: Oracle Sales Cloud, Oracle HCM Cloud, Oracle Financial Cloud, Oracle Procurement Cloud, and Oracle Project Cloud.

New Content Enhancements: Additional content improves existing Oracle BI Applications including:

· Oracle Financial Analytics provides a new Essbase GL Balances model for improved EBS Financial Service Generator (FSG) Reporting and Hierarchy navigation, including support of ragged hierarchies for GL segment dimensions.

· Oracle Project Analytics expands project-based insight with new Construction in Process (CIP) support, providing visibility for Project Stakeholders into in-progress costs, expensed costs since project inception and across organizations.

· Oracle Procurement and Spend Analytics delivers new capabilities for Fusion Procurement, including Supply Chain Financial orchestration, negotiation and award approvals, and Buyer assignment controls.

· Oracle Supply Chain & Order Management Analytics introduces new Inventory module support for PeopleSoft, including visibility into inventory balances, aging, transactions and valuation.

· Oracle Student Information Analytics provides new subject area coverage for Student Financials Billing Summary and Transactions, with visibility to billing and transaction information by student or external organization.

· Oracle Human Resources Analytics expands analysis on HR programs and workforce performance for Fusion HCM with support of Talent Management Analysis.

· Oracle Sales Analytics introduces new subject areas for Activity Analytics, with support for Activity contact, resource and sales subject areas from Fusion Sales

Monday Jan 26, 2015

Register Now for the Cloud Platform Online Forum! January 28th, 2015 10:00am PST/1:00pm

Join Oracle and IDC as they kick off the Cloud Platform Online Forum on January 28 at 10:00am PT with a keynote led by IDC analyst Robert Mahowald. Also, hear product experts talk about Oracle PaaS solutions including Oracle BI Cloud Service.Attendees will learn how to rapidly build, deploy, manage, and secure rich applications while using an integrated cloud platform built on the industry’s #1 Database and Application Server.

Don't miss the opportunity to take advantage of 20+ sessions including the Oracle BI Cloud Service session below, as well as a handful of demos and 100+ tips and techniques for planning your PaaS adoption effectively. 

Unlocking the Power of Business Analytics in Oracle Cloud

Gaining access to enterprise-ready business intelligence just got easier. With Oracle Business Intelligence Cloud Service, departments are just a few clicks away from self-service reports and dashboards. Understand how Oracle BI Cloud Service fosters a new partnership between IT and business users to ensure that both parties are getting what they need from their business intelligence platform – from security and reliability, to simplicity and managing your own insights. Come to this session to learn more about this exciting new Oracle offering.

Register now 

Tuesday Jan 20, 2015

Year in Review – Oracle Business Analytics in 2014

2014 was a busy year for Oracle Business Analytics. Here is a look at Oracle Business Analytics top 10 moments in 2014 (in no particular order):

10. Oracle Lays out the Top 10 Big Data and Analytics Trends in 2014: Oracle surveyed hundreds of IT decision makers to learn about their big data and analytics plans for 2014—both within the Oracle customer base and the industry at large. Respondents provided specific feedback on mobile BI, cloud, Hadoop, data discovery, predictive analytics, and decision optimization technologies and practices. From this extensive data set we compiled the following trends: click here.

9. Why 2015 Will Be Year of Big Data: Oracle's Seven Predictions: Neil Mendelson, Oracle's vice president of Big Data and Advanced Analytics, is immersed in this sector each day at his office in Redwood Shores, Calif. In a conversation with eWEEK, he offered readers some insight into what the company is thinking—and how big data trends will be evolving—as we all move into 2015. click here

8. The Intelligence Guy Video Series Makes its Debut: In this series we explore important business issues that can be addressed using Big Data and Analytics. click here

7. Customers Talk About the Benefits of Oracle BI Solutions at Collaborate 2014: Hear InterRel, Ameren, Hess Corp, Acadia Healthcare, University of California Berkeley, The City of Atlanta, ADP, and others talk about how they have achieved real business results with Oracle Business Analytics solutions. click here

6. Oracle BI Applications Deliver Greater Insight Into Talent and Procurement: To empower organizations to achieve greater visibility into their business performance and to execute with greater agility, Oracle has announced the latest release of Oracle Business Intelligence (BI) Applications. With new ways to seamlessly analyze procurement data and a new module for analyzing talent, Oracle continues to extend the opportunity for organizations to gain insight from a range of data sources and applications. click here

5. Oracle Extends Big Data Portfolio with Oracle Big Data SQL: To address organizations' need for comprehensive big data solutions, Oracle introduced Oracle Big Data SQL, an essential part of a big data management system. Breaking down data silos to simplify information access and discovery, the offering allows customers to run one SQL query across Hadoop, NoSQL, and Oracle Database, minimizing data movement while increasing performance and virtually eliminating data silos. click here

4. Oracle Announces Exalytics In-Memory Machine X4-4: The latest refresh of Oracle Exalytics In-Memory Machine, an engineered system for business analytics, includes Intel Xeon processors customized for Oracle business analytics workloads, supporting 50 percent faster clock speed, 50 percent more processing cores and 50 percent more memory compared to the previous generation. click here

3. Oracle Repeats as BI and Analytics Leader in Gartner MQ: For the 8th consecutive year, Oracle is a Leader in Gartner’s Magic Quadrant for Business Intelligence and Analytics Platform. Gartner declares that “the BI and analytics platform market is in the middle of an accelerated transformation from Business Intelligence (BI) systems used primarily for measurement and reporting to those that also support analysis, prediction, forecasting and optimization.” click here

2. Oracle Introduces Oracle Analytics Cloud: Oracle announced Oracle Analytics Cloud, a comprehensive portfolio of analytics offerings built for the cloud; deployed in the cloud; and enabling data analysis for cloud, on-premises, traditional, and big data sources. click here

1.  Oracle Delivers Big Data Analytics in the Cloud: Oracle has introduced Oracle Business Intelligence Cloud Service (Oracle BI Cloud Service), a part of Oracle Analytics Cloud, which offers the most comprehensive analytics cloud suite on the planet. With built-in mobile capabilities. click here

Friday Sep 12, 2014

What's Happening in Business Analytics at OpenWorld 2014?

Oracle OpenWorld 2014 is about to roll out the red carpets on September 28th when we take over the city of San Francisco for five days.  Business Analytics has a fantastic showing this year with over 130 EPM, BI, Analytics and Big Data sessions delivered by Oracle, our customers and partners.  We’ll also have 7 Hands-On Labs, 28+ demo pods dedicated to Business Analytics products, and 30+ partners exhibiting their solutions.  

So what’s hot in the Business Analytics program at OpenWorld?  Here are some of the “must see” sessions at this year’s conference:

Monday, September 29th, be sure to catch the Oracle Business Analytics Executive Briefing led by SVP of Product Development, Balaji Yelamanchili.  Find out what’s new and where we are heading with EPM, BI, Big Data and Analytics. Balaji is also leading Oracle’s Big Data Strategy—Unified Data Management and Analytics on Wednesday, October 1st, presenting all the exciting and innovative capabilities available today and coming soon. 

For a deeper dive into Big Data, on Monday, September 29, Neil Mendelson and Paul Sonderegger will lead Oracle Big Data: Strategy and Roadmap to get us up to speed on the rapid advances in big data. Also, Chris Lynskey, Ryan Stark, and Omri Traub of Oracle will lead the presentation New Innovations in Big Data Analytics the same day. 

What’s new in BI and Cloud? Judging by the lineup of presentations available – PLENTY. Don’t miss Matt Bedin, Alan Lee, and Raghuram Venkatasubramanian of Oracle present Oracle BI Cloud Service Overview and Roadmap on Monday, September 29, and  catch Jack Berkowitz as he presents What’s Next for Oracle Business Intelligence Applications? A Sneak Peek at the Roadmap on Tuesday, September 30th. 

The EPM and Cloud presentation lineup is also impressive. Watch for the General Session: Executive Briefing on Oracle’s EPM Strategy and Roadmap by Balaji Yelamanchili on Monday, September 29th to find out what’s going on and what’s coming soon. If you have more questions, be sure to attend the Product Development Panel Q&A: Oracle Hyperion EPM Applications and get them answered by our experts on Wednesday, October 1st. 

To learn more about Oracle Planning and Budgeting Cloud Service, join the panel of customers including CTDI, Vertex Business Services, and Manhattan Beachwear for the presentation Customer Success: Oracle Planning and Budgeting Cloud Service on Wednesday, October 1 where they will highlight some amazing and recent implementations, and answer questions. 

To meet the big Business Analytics/EPM innovation award winners this year, be sure to attend the session Oracle Fusion Middleware: Meet This Year’s Most Impressive Innovators honoring organizations from around the globe that are using Oracle products to achieve significant business value.

For more details on these and many other Business Analytics sessions at OpenWorld, access the “Focus On” Business Analytics program guide link

See you in San Francisco!

Follow us on Twitter (https://twitter.com/oracleanalytics) for live coverage of the key product announcements, general sessions, and much more at #OOW14. 

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