Letter to a Stakeholder/Advocacy Letter

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Date: 09/07/2021

Company name:

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Dear Gordon Downes:

my name is Yif Zheng, a prospective business analyst who has a special interest in business analytics. I have been doing a research in the field for some time in which I have found out that business analytics can play significant role in any organization by putting it ahead of its competitor, however if not properly thought of, and implemented. As a result, I am writing to you, to inform you on some recommendations that can play a key role in the implementation and proper execution of business analytics

Absence of organizational support, both at the middle and bottom, data analytics will be ineffective. If CEOs do not give risk administrators the authority to act, they will be impotent in many areas. Other workers play an important role as well: it will be difficult to generate any actionable insights if they do not present data for the study or if their tools are unavailable to the management team.

To overcome this obstacle, promote the importance of risk management and assessment to all parts of the company. When other group members realize the advantages, they are more inclined to collaborate. Transformation is tough to implement, but risk teams can quickly convey outcomes and gain buy-in from different stakeholders by adopting a unified predictive analytics system.

Even if they grasp the advantages of technology, customers may be puzzled or concerned about moving from conventional data processing approaches. Nobody enjoys transition, particularly when they have been accustomed to a certain way of doing things.

To address this HR issue, it's critical to show how statistics reforms can simplify the position and make it much more relevant and rewarding. Workers may spend less time on repetitive chores like data gathering and report creation and more time responding to discoveries thanks to extensive data analytics.

Due to a shortage of competence, several firms struggle with analytics. This is particularly true in organizations that do not have dedicated risk management divisions. Workers may lack the skills and experience to conduct in-depth predictive analytics.

This problem may be solved in 2 directions: by resolving analytical competency during the recruiting process and by getting an amazing assessment tool. The first option guarantees that talents are available, while the second makes the analytical process easier for everyone. This sort of method may be used by anyone, irrespective of their skill level.

Sincerely,

Yif Zheng