The presentation begins with a discussion about how cognition works... I will also point out different uses of variables in dashboards... in this case the slightly larger font is directing more attention to the most important information.
The next visual here is a little video with some discussion about what a dashboard is...
The discussion continues:
Here we are discussing some great painters.... these painters used a "spotlight" effect, using light and dark. Rembrandt did not listen to the contemporary school of thought on art and did what he thought was right... as a result, he is considered the greatest painter in an era of greatness. So too, it takes courage to do what's right visually in dashboard design, even though it is not necessarily what the "glitzy" dashboards look like.
Next slide:
Avinash Kaushik is a brilliant author and blogger, and he discusses his issues with dashboard design... we try to solve these issues here
Next slide:
Here is a framework for a solution.
Next slide:
This slide will be discussed at some length, but it has the elements of a value driven strategic thrust in a business area, in this case Enterprise Risk Management, that we want to improve with the help of Business Intelligence. We come to understand what visual displays will be effective in the analysis.
Next slide:
Then we will show how Crystal Ball, Data Mining, and Microsoft Visual Analyzer, et al., in the OBIEE suite, present the visualizations we need. These can be stored in OBIEE for Information Lifecycle Management as well.
Next slide:
We then put the dashboards up, with good visual design. We will discuss how this supports a tremendously valuable area where organizations miss value, which is in the area of aligning tolerance down into the operations and workers.
Next slide:
Oracle Data Mining results are useful to the line managers trying to improve operations.
Next slide:
Using data mining, rules analysis will help get to the root of the problem at a fine grain.
Scatter charts in data mining help find outliers quickly.
No comments:
Post a Comment