Sunday, February 19, 2017

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Data Warehouse vs Data Mart

Very often, the question is asked- what's the difference between a data mart and a data warehouse- which of them do I need?

Data warehouse or Data Mart?

hello-im-a-datawarehouse
Data Warehouse:

  • Holds multiple subject areas
  • Holds very detailed information
  • Works to integrate all data sources
  • Does not necessarily use a dimensional model but feeds dimensional models.

Data Mart

  • Often holds only one subject area- for example, Finance, or Sales
  • May hold more summarised data (although many hold full detail)
  • Concentrates on integrating information from a given subject area or set of source systems
  • Is built focused on a dimensional model using a star schema.

More Info about Data mart models

More Detail regarding Data Warehouse Vs Datamart: and Inmon vs Kimball

As the concept of decisional systems, and data warehouses and data marts evolved, two major points of view came into existence. There are two giants in this field. Bill Inmon, and Ralph Kimball.

There are some that argue the best approach is to start with data marts, department by department, then merge them together to form a data warehouse- this is more in line with Kimballs approach.

Now, Bill Inmon is an advocate of the Data warehouse. Here's one of his articles, which contains the following quote that makes it clear what he thinks about the idea:

"You can catch all the minnows in the ocean and stack them together and they still do not make a whale," Bill Inmon, January 8, 1998.

Ralph Kimball, on the other hand, advocates what he calls a bus architecture data warehouse. His methodology specifies conformed dimensions, where multiple fact tables share common dimensional tables. For me, each of these fact tables represents a data mart. The row of dimensional tables that all the fact tables plug into is the bus, and because, for example, the finance and the sales data marts both use the same product dimension table there is integration between departments.

The more extreme data mart strategy is that of the completely stand alone data mart, the concept being that its fast, easy, cheap, and delivers value immediately. I'm a supporter of this at the desktop level- thats the point of the Datamartist tool afterall. But I don't buy this for server based architectures- what is really fast, easy and cheap when you have to buy servers, create a project and form a commitee? In my mind if you've decided you need a central server solution, some level of integration is needed, and don't pretend its going to be magic.

The interesting thing about these approaches, is that the harder you work on really conforming your dimensions, the more your data marts look like the data warehouse that Inmon advocates. (Data modellers in the know will be jumping up and down right now shouting NO they don't- but this is a high level conversation...) But the reality is, even in a data warehouse, issues will arise that require compromise- things that just don't map or conform, and budget, schedule and business reality will mean that nothing is ever perfect, and in the end the world is full of data warehouses that are less conformed than some data mart clusters. Its just not simple.

Generally, it is probably true that data warehouses provide a solution that is closer to the "single version of the truth", but they do take a HUGE amount of effort, and an ability to coordinate across the entire organisation. If you have not already built at least half a dozen data marts, don't think you can estimate how much effort a data warehouse will take. You can't. And bring your cheque book.

Whereas data marts might deliver some value early, if built without sufficient effort on cross functional mapping and data cleanup they are just more silo systems and have their own set of costs and issues. Don't measure payback on datamarts in years- nothing is the same in a few years, you'll be back to the drawing board shortly.

It's a real dilemma. So which one? Data warehouse? Data mart? In my view, the right answer is "it depends" and "yes". However, never launch a data warehouse project as your first shot. A successful strategy will balance the fast, pain point addressing solutions, with a medium and long term plan, and investment in infrastructure and competencies to build the technology, processes and culture that a company needs to manage information. Depending on your industry and how sucessful you are, a massive data warehouse might be in your future. But sorry, no magic bullet.

Build a multi-level data strategy

  • Level 1- Get the data to the people
  • Level 2- Build Departmental Data Marts
  • Level 3- Plan long term infrastructure and architecture

Don't do these things in order- this isn't step 1, 2, 3- actively work on all three levels at once and ensure the plans at each level are coordinated.

Data to the People

People are building spreadsheets, and spending money on data base development now- you know they are. Give them better tools, help them better use the spreadsheets, and formalize the way they do. The do-it-yourself exists- but it doesn't have to be completely informal.

The Datamartist tool is adding another capability that can accelerate the process- letting you move more quickly, proto-typing and analysing to determine which areas are ready for additional analysis capability.

In some cases Datamartist itself might simply be the best choice for certain types of analysis, cutting costs dramatically. In addition, if your end users are building their own data marts, when it comes time to build server based data marts they know the concept, they understand the structure, and can even provide concrete examples of the dimensions they need.

But whatever you do- don't make the mistake of thinking this is all you need. Work on all levels at once.

Build Departmental Data marts

If a whole department is flying blind, and big money is on the table, then don't launch a three year data warehouse project- create some departmental data marts. These projects should be designed to be 3-6 months long, and be sold to management honestly and clearly as being for short term gains, and as part of a broader discovery process. The hardware and software licenses will be reusable- but be clear that the data marts will have a limited lifespan- they always do.

And trust me, when you build these data marts you will discover all sorts of things about your data, your organisation, and your definitions and business processes. You will discover that the sales organisation needs to analyse product segments in a way that is fundamentally inconsistent with how finance has been reporting it for years- and neither group is willing to budge (and they may both be right). You will discover that 80% of your sales orders have errors on them or are incomplete. These discoveries will help you build the next data mart, and assess if a data warehouse is possible. They should also send you back to your transactional system and business processes to work to clean up the problems.

Build the infrastructure and deal with the foundation

There are lots of pitfalls in creating a decisional architecture- this short list of from Gartner resonates with me- I've seen and battled these issues on project after project.

Set standards in terms of tools, project management etc. Buy infrastructure for multiple projects, not on a project by project basis- don't have multiple servers when one with multiple data marts is radically cheaper.

And probably most important, I honestly think that you can build anything you want, any way you want, but it will not succeed if you don't have your definitions, both data and information, under control. (See Gartner issue #8) In the end, it's not what language you speak, it's if you have a dictionary or not, and if everyone is using the same dictionary across your organisation.

You should have common reference data sets that are used by all levels. Datamartist can load in and use reference data that is coordinated with departmental data marts and the eventual warehouse. Make these data sets available to everyone- you'll be amazed that if they are easy to get and use, people will put them in their spreadsheets, and things might actually start matching up.


Shutdown PC Automatically after Media or Playlist Ends in VLC player

Shutdown PC Automatically after Media or Playlist Ends in VLC

If you want your Windows PC to automatically shut down after your current media or playlist ends then there is a simple trick to do so. First, you have to configure VLC to exit after the current media or playlist finishes. Then you need Windows to detect that VLC has exited and follow up with the shutdown or even hibernation process.

The shutdown feature isn’t inbuilt in VLC but it can exit after a playlist ends. A simple .bat file can be used to turn off the PC after VLC has exited.

Here are the detailed steps:

Part I: Configuring VLC to Exit after Playlist ends

  • Go to Tools > Preferences [CTRL + P].
  • Click on All under Show settings.
  • Click on Playlist on the left.
  • Check the option that says Play and exit.
  • Click Save.

Shutdown PC Automatically after Media or Playlist Ends in VLC

Part II: Shutting Down PC after VLC Exits

  • Open up your notepad or any other text editor.
  • Copy and paste the following text in the file
START /WAIT "C:\Program Files\VideoLAN\VLC\vlc.exe" %1 vlc://quit shutdown -s -t 60
  • You want to save it as a .bat file like vlc.bat.
  • Click and drag your media files or playlist on top of the bat file.

VLC will launch, play every item from your playlist, exit when at the end of the list and initiate a windows shutdown process after 60 seconds.

Alternative bat file: You can also try this other bat file that requires you to input the full path to your individual media files. Here’s an example of the .bat file.

START /WAIT "C:\Program Files\VideoLAN\VLC\vlc.exe" D:\movies\video.mp4 D:\series\series.mp4 vlc://quit shutdown -s -t 30

If you need to cancel the shutdown process then:

  • Press Windows Key + R
  • Type cmd and press enter.
  • Input shutdown -a to abort the process.

Monday, November 28, 2016

Gratuity Calculator




Formula :



Gratuity Calculation= [ (Basic Pay + D.A) x 15 days x No. of years of service ] / 26 Gratuity Calculation= [ (Basic Pay + D.A) x 15 days x No. of years of service ] / 26



Where,

D.A = Dearness Allowance. End of Service Benefits Eligibility : 1. Any person employed on wages/salary. 2. At the time of retirement or resignation or on superannuation, an employee should have rendered continuous service of not less than five years. 3. Payable without completion of five years only when death and disablement. Related Calculator:


Tuesday, May 13, 2014

Shortcut keys for MS word

KeyBehavior
CTRL+SHIFT+Aconverts the selected text to capital letters or vice versa
CTRL+SHIFT+FDisplays the Font dialog box.
CTRL+SHIFT+GDisplays the Word Count dialog box.
CTRL+SHIFT+SDisplays the Apply Styles task pane.
ALT+RDisplays the Review tab
ALT+CTRL+1Apply Heading 1, Similarly ALT + CTRL + 2 will apply heading 2
CTRL+SHIFT+LApplies Bullets
CTRL+SHIFT+F5Bookmark
CTRL + BBold Text
CTRL + IItalic Text
CTRL + UUnderline Text
CTRL+PAGE DOWNBrowse Next
CTRL+ENavigate to the center Paragraph
CTRL+SHIFT+ENTERColumn Break
CTRL+SHIFT+CCopy Format
ALT+SHIFT+F7Dictionary
ALT+CTRL+SSplits the Document
CTRL+SHIFT+DDouble Underline
CTRL+ENDEnd of Document
ENDEnd of line
CTRL+SHIFT+PFont size select
SHIFT+F5 or ALT+CTRL+ZGo Back to previous state
CTRL+SHIFT+.Grow Font
CTRL+]Grow Font one point
ALT+SHIFT+RHeader Footer Link
CTRL+KHyperlink
CTRL+MIndentation
CTRL+JJustifies Paragraph
ALT+F8Inserts Macros
ALT+SHIFT+KMail Merge Check
F10Menu Mode
ALT+F7Moves to the Next Misspelling
CTRL+HReplace
CTRL+PPrint
CTRL+SHIFT+F12Also launches Print
ALT+SHIFT+BACKSPACERedo
F12Save As
CTRL+SHIFT+KSmall Caps
CTRL+SHIFT+SStyle
SHIFT+F7Thesaurus
ALT+SHIFT+TTime Field
CTRL+SHIFT+MUnindent
Alt+W, QZoom
Alt+W, JZoom to 100%

Saturday, February 1, 2014

Thursday, January 2, 2014

Conflicts in the team - Steps to deal with resentful peer

Conflict happens in all corners of the workplace. Disputes between employees are common and inevitable. The difficult decision is when to step in, says Joseph F. Byrnes, professor of management at Bentley College’s Graduate School in Waltham, Mass. “Give the warring parties a chance to resolve it on their own,” he says. “The time to take action is when things get out of hand, and the problems are affecting their work or disrupting other people’s work.”


Find out if the conflict is work-related and has a structural root, or whether it’s interpersonal and has no relationship to the job, Byrnes advises. An interpersonal conflict can happen on or off the job, whereas structural ones are inevitable in many organizations.




A Manager's approach should be in resolving the situation without offending or alienating either group. “Uppermost is not being seduced by the politics of one group over another,” says clinical psychologist William Knaus.




When politics get in the way, it’s time to step in cautiously. “You don’t want your boss to think that your division is riddled with divisive disputes,” Knaus says. “Your credibility is on the line if you can’t right the situation.”




Easing tensions between warring factions isn’t easy.




“A bad move on the manager’s part could create irreparable barriers, decrease productivity, as well as dampen morale,” Knaus says. “The situation must be carefully managed so that you’re not taking sides.”




A Manager's goal is to keep everyone focused on solving a problem and not be sidetracked by personal or political issues.






Following steps will help in resolving workplace conflict




  1. One can't begin to solve someone's problem until one understands them completely- which means, understanding their motivations. Which is why, in fact, good people management can be a lot more like psychoanalysis than you'd think.


  1. Let people tell their story - When people are deeply upset about something, they need to get their story out. This is a basic principle of mediation and one that’s important to remember. Allowing people to speak their minds can increase the level of conflict with which you must deal. You have to get through the conflict phase to find the solution.
  2. Bring a reality check to the table - Often in a conflict, the parties are so focused on minutiae that they lose sight of the big picture and its implications. As the mediator, you need to bring people back to reality by wrenching their attention away from the grain of sand and having them focus on the whole beach. Doing so may help resolution arrive at a startling speed.
  3. Identify the true impediment - In every conflict, ask yourself: What is the true motivating factor here? What is really keeping this person from agreeing to a solution?


  1. Meet with his peers and former managers.


  1. Have a conversation that tries to get to the heart of what his human/emotional problems are. Is he immature? Just generally unintelligent? Unhappy? Depressed? Insecure? Arrogant? Emotionally unintelligent? All of those are different diagnoses for the real cause of the problem and all of them have different prescriptions.


  1. Talk to him personally and privately, at length. Let him do most of the talking. Ask open questions. A good one is "How did that make you feel?" It uncovers a surprising amount of stuff. You would be shocked to learn how much better I got at managing human beings when I learned to ask people "How did that make you feel?"
  2. Form a hypothesis of the root causes of his issues. Pick a course of action based on what you think the core problem is.


  1. It may work. It may not. If it doesn't, that's too bad, but life is too short, and you're not paid to solve his problems, only the company's problems, so follow whatever advice you see elsewhere in this thread to get rid of him.


  1. Be sure to keep impeccable documentation.
  2. Avoid backing down as this boost in losing all credibility and authority with not only the problematic employee, but the rest of the team as well
  3. Don't consider him differently than the other team members. One of the biggest mistake is to consider him differently. This works particularly well with arrogant developers.
  4. When he makes you feel uncomfortable, angry, anxious, excited, remember that every thought you will have at that time will be biased by the emotion. It's better to wait for the emotion to disappear before analyzing and making decisions.


  1. When a conflict arises, try to take him in a face 2 face meeting. Don't do anything in front of the team.


  1. Listen to him actively, by asking many questions. Seek to understand him before trying to be understood.
  2. Ensure that decisions are made by the team with him included. His opinion should be as important as other team members opinion.
  3. When you are wrong, accept it. Sometimes, he will be right, like anybody.


  1. Be genuinely interested by him -This usually unlocks difficult people. He must understand that you are not a threat, but an ally.