Get yourself trained on IBM SPSS Modeler: with this Online Training IBM SPSS Modeler: Getting Started.
Online Training IBM SPSS Modeler: Getting Started
IBM SPSS Modeler is a data mining workbench that helps you build predictive models quickly and intuitively, without programming. Analysts typically use SPSS Modeler to analyze data by doing data mining and then deploying models. Overview: This course introduces students to data mining and to the functionality available within IBM SPSS Modeler. The series of stand-alone videos, are designed to introduce students to specific nodes or data mining topics. Each video consists of detailed instructions explaining why we are using a technique, in what situations it is used, how to set it up, and how to interpret the results. This course is broken up into phases. The Introduction to Data Mining Phase is designed to get you up to speed on the idea of data mining. You will also learn about the CRISP-DM methodology which will serve as a guide throughout the course and you will also learn how to navigate within Modeler. The Data Understanding Phase addresses the need to understand what your data resources are and the characteristics of those resources. We will discuss how to read data into Modeler. We will also focus on describing, exploring, and assessing data quality. The Data Preparation Phase discusses how to integrate and construct data. While the Modeling Phase will focus on building a predictive model. The Evaluation Phase focuses how to take your data mining results so that you can achieve your business objectives. And finally the Deployment Phase allows you to do something with your findings.
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As a society, we spend hundreds of billions of dollars measuring the return on our financial assets. Yet, at the same time, we still haven’t found convincing ways of measuring the return on our investments in developing people.
And I get it: If my bank account pays me 1% a year, I can measure it to the penny. We’ve been collectively trained to expect neat and precise ROI calculations on everything, so when it’s applied to something as seemingly squishy as how effectively people are learning in the workplace, the natural inclination is to throw up our hands and say it can’t be done. But we need to figure this out. In a world where skills beat capital, the winners and losers of the next 30 years will be determined by their ability to attract and develop great talent.
Fortunately, corporate learning & development (L&D), like most business functions, is evolving quickly. We can embrace some level of ambiguity and have rigor when measuring the ROI of learning. It just might look a little different than an M.B.A. would expect to see in an Excel model.