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The data aspect in particular is something that we often see overlooked

Open source enterprise software firm Red Hat now a subsidiary of IBM have conducted its annual survey of its customers which highlights just how prevalent artificial intelligence and machine learning is becoming, while a talent and skill gap is still slowing down companies ability to enact digital transformation plans.

Here are the top three takeaways from Red Hats customer survey;

When asked to best describe their companies approach to cloud infrastructure 31 percent stated that they run a hybrid cloud, while 21 percent said their firm has a private cloud first strategy in place.

The main reason cited for operating a hybrid cloud strategy was the security and cost benefits it provided. Some responders noted that data integration was easier within a hybrid cloud.

Not everyone is fully sure about their approach yet, as 17 percent admitted they are in the process of establishing a cloud strategy, while 12 percent said they have no plans at all to focus on the cloud.

When it comes to digital transformation there has been a notable rise in the amount of firms that undertaken transformation projects. In 2018; under a third of responders (31 percent) said they were implementing new processes and technology, this year that number has nearly doubled as 58 percent confirm they are introducing new technology.

Red Hat notes that: The drivers for these projects vary. And the drivers also vary by the role of the respondent. System administrators care most about simplicity. IT architects focus on user experience and innovation. For managers, simplicity, user experience, and innovation are all tied for top priority. Developers prioritize innovationwhich, overall, was cited as the most important reason to do digital transformation projects.

However, one in ten surveyed said they are facing a talent and skillset gap that is slowing down the pace at which they can transform their business. The skillset is being made worse by the amount of new technologies that are being brought to market such as artificial intelligence, machine learning and containerisation, the use of which is expected to grow significantly in the next 24 months.

Artificial intelligence, machine learning models and processes is the clear emerging technology for firms in 2019, as 30 percent said that they are planning to implement an AI or ML project within the next 12 months.

However, enterprises are worried about the compatibility and complexity of implementing AI or ML, with 29 percent stating they are worried about evolving software stacks.

One in five (22 percent) responders are worried about getting access to the right data. The data aspect in particular is something that we often see overlooked; obtaining relevant data and cleansing or transforming it in ways that its a useful input for models can be one of the most challenging aspects of an AI project, Red Hat notes.

Red Hats survey was created by compiling 876 qualified responses from Red Hat customers during August and September of 2019.

Originally posted here:
Red Hat Survey Shows Hybrid Cloud, AI and Machine Learning are the Focus of Enterprises - Computer Business Review

Originally published in EthicalSystems.org, December 1, 2019

In 2004, when a webcam was relatively unheard-of tech, Mark Newman knew that it would be the future of hiring. One of the first things the 20-year old did, after getting his degree in international business, was to co-found HireVue, a company offering a digital interviewing platform. Business trickled in. While Newman lived at his parents house, in Salt Lake City, the company, in its first five years, made just $100,000 in revenue. HireVue later received some outside capital, expanded and, in 2012, boasted some 200 clientsincluding Nike, Starbucks, and Walmartwhich would pay HireVue, depending on project volume, between $5,000 and $1 million. Recently, HireVue, which was bought earlier this year by the Carlyle Group, has become the source of some alarm, or at least trepidation, for its foray into the application of artificial intelligence in the hiring process. No longer does the company merely offer clients an asynchronous interviewing service, a way for hiring managers to screen thousands of applicants quickly by reviewing their video interview HireVue can now give companies the option of letting machine-learning algorithms choose the best candidates for them, based on, among other things, applicants tone, facial expressions, and sentence construction.

If that gives you the creeps, youre not alone. A 2017 Pew Research Center report found few Americans to be enthused, and many worried, by the prospect of companies using hiring algorithms. More recently, around a dozen interviewees assessed by HireVues AI told the Washington Post that it felt alienating and dehumanizing to have to wow a computer before being deemed worthy of a companys time. They also wondered how their recording might be used without their knowledge. Several applicants mentioned passing on the opportunity because thinking about the AI interview, as one of them told the paper, made my skin crawl. Had these applicants sat for a standard 30-minute interview, comprised of a half-dozen questions, the AI could have analyzed up to 500,000 data points. Nathan Mondragon, HireVues chief industrial-organizational psychologist, told the Washington Post that each one of those points become ingredients in the persons calculated score, between 1 and 100, on which hiring decisions candepend. New scores are ranked against a store of traitsmostly having to do with language use and verbal skillsfrom previous candidates for a similar position, who went on to thrive on the job.

HireVue wants you to believe that this is a good thing. After all, their pitch goes, humans are biased. If something like hunger can affect a hiring managers decisionlet alone classism, sexism, lookism, and other ismsthen why not rely on the less capricious, more objective decisions of machine-learning algorithms? No doubt some job seekers agree with the sentiment Loren Larsen, HireVues Chief Technology Officer, shared recently with theTelegraph: I would much prefer having my first screening with an algorithm that treats me fairly rather than one that depends on how tired the recruiter is that day. Of course, the appeal of AI hiring isnt just about doing right by the applicants. As a 2019 white paper, from the Society for Industrial and Organizational Psychology, notes, AI applied to assessing and selecting talent offers some exciting promises for making hiring decisions less costly and more accurate for organizations while also being less burdensome and (potentially) fairer for job seekers.

Do HireVues algorithms treat potential employees fairly? Some researchers in machine learning and human-computer interaction doubt it. Luke Stark, a postdoc at Microsoft Research Montreal who studies how AI, ethics, and emotion interact, told the Washington Post that HireVues claimsthat its automated software can glean a workers personality and predict their performance from such things as toneshould make us skeptical:

Systems like HireVue, he said, have become quite skilled at spitting out data points that seem convincing, even when theyre not backed by science. And he finds this charisma of numbers really troubling because of the overconfidence employers might lend them while seeking to decide the path of applicants careers.

The best AI systems today, he said, are notoriously prone to misunderstanding meaning and intent. But he worried that even their perceived success at divining a persons true worth could help perpetuate a homogenous corporate monoculture of automatons, each new hire modeled after the last.

Eric Siegel, an expert in machine learning and author of Predictive Analytics: The Power to Predict Who Will Click, Buy, Lie, or Die, echoed Starks remarks. In an email, Siegel told me, Companies that buy into HireVue are inevitably, to a great degree, falling for that feeling of wonderment and speculation that a kid has when playing with a Magic Eight Ball. That, in itself, doesnt mean HireVues algorithms are completely unhelpful. Driving decisions with data has the potential to overcome human bias in some situations, but also, if not managed correctly, could easily instill, perpetuate, magnify, and automate human biases, he said.

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The Problem with Hiring Algorithms - Machine Learning Times - machine learning & data science news - The Predictive Analytics Times

The advent of large data sets from many sources (big data), machine learning, and artificial intelligence (AI) are poised to revolutionize asthma care on both the investigative and clinical levels, according to an article published in the Journal of Allergy and Clinical Immunology.

According to the researchers, a patient with asthma endures approximately 2190 hours of experiencing and treating or not treating their asthma symptoms. During 15-minute clinic visits, only a short amount of time is spent understanding and treating what is a complex disease, and only a fraction of the necessary data is captured in the electronic health record.

Our patients and the pace of data growth are compelling us to incorporate insights from Big Data to inform care, the researchers posit. Predictive analytics, using machine learning and artificial intelligence has revolutionized many industries, including the healthcare industry.

When used effectively, big data, in conjunction with electronic health record data, can transform the patients healthcare experience. This is especially important as healthcare continues to embrace both e-health and telehealth practices. The data resulting from these thoughtful digital health innovations can result in personalized asthma management, improve timeliness of care, and capture objective measures of treatment response.

According to the researchers, the use of machine learning algorithms and AI to predict asthma exacerbations and patterns of healthcare utilization are within both technical and clinical reach. The ability to predict who is likely to experience an asthma attack, as well as when that attack may occur, will ultimately optimize healthcare resources and personalize patient management.

The use of longitudinal birth cohort studies and multicenter collaborations like the Severe Asthma Research Program have given clinical investigators a broader understanding of the pathophysiology, natural history, phenotypes, seasonality, genetics, epigenetics, and biomarkers of the disease. Machine learning and data-driven methods have utilized this data, often in the form of large datasets, to cluster patients into genetic, molecular, and immune phenotypes. These clusters have led to work in the genomics and pharmacogenomics fields that should ultimately lead to high-fidelity exacerbation predictions and the advent of true precision medicine.

This work, the researchers noted, if translated into clinical practice can potentially link genetic traits to phenotypes that can for example predict rapid response, or non-response to medications like albuterol and steroids, or identify an individuals risk for cortisol suppression.

As with any innovation, though, challenges abound. One in particular is the siloed nature of the clinical and scientific insights about asthma that have come to light in recent years. Although data are now being generated and interpreted across various domains, researchers must still contend with a lack of data standards and disease definitions, data interoperability and sharing difficulties, and concerns about data quality and fidelity.

Machine learning and AI present their own challenges; namely, those who utilize these technologies must consider the issues of fairness, bias, privacy, and medical bioethics. Legal accountability and medical responsibility issues must also be considered as algorithms are adopted into routine practice.

We must, as clinicians and researchers, constructively transform the concern and lack of understanding many clinicians have about digital health, [machine learning], and [artificial intelligence] into educated and critical engagement, the researchers concluded. Our job is to use [machine learning and artificial intelligence] tools to understand and predict how asthma affects patients and help us make decisions at the patient and population levels to treat it better.

Reference

Messinger AI, Luo G, Deterding RR. The doctor will see you now: How machine learning and artificial intelligence can extend our understanding and treatment of asthma [published online December 25, 2019]. J Allergy Clin Immunol. doi: 10.1016/j.jaci.2019.12.898

Link:
Machine Learning and Artificial Intelligence Are Poised to Revolutionize Asthma Care - Pulmonology Advisor

Dublin, Jan. 10, 2020 (GLOBE NEWSWIRE) -- The "Machine Learning in the Life Sciences" report has been added to ResearchAndMarkets.com's offering.

Artificial intelligence (AI) is a term used to identify a scientific field that covers the creation of machines (e.g., robots) as well as computer hardware and software aimed at reproducing wholly or in part the intelligent behavior of human beings. AI is considered a branch of cognitive computing, a term that refers to systems able to learn, reason, and interact with humans. Cognitive computing is a combination of computer science and cognitive science.

Artificial intelligence covers various aspects of human behavior including creativity, planning and scheduling, reasoning, imaging, writing, learning, auditing, and natural language processing. The concept of artificial intelligence, however, is in continuous evolution. In fact, once the use of machines with specific smart features becomes widespread, new systems with even more advanced capabilities are developed. By enhancing equipment functionality and productivity, AI is revolutionizing virtually every sector, from research and development to manufacturing and services.

The Report Includes:

Key Topics Covered:

Technology Highlights and Market Outlook

List of TablesTable 1: Applications of Machine Learning in the Life Sciences, by FieldTable 2: Global Market for the Applications of Machine Learning in the Quantum Computing, by Country/Region, Through 2024Table 3: Current and Emerging Trends in the Applications of Machine Learning in the Life Sciences, by FieldTable 4: Global Market for the Applications of Machine Learning in the Life Sciences, by Country/Region, Through 2024

List of FiguresFigure 1: Global Market Shares for the Applications of Machine Learning in the Quantum Computing, by Country/Region, 2024Figure 2: Global Market Shares for the Applications of Machine Learning in the Life Sciences, by Country/Region, 2024

For more information about this report visit https://www.researchandmarkets.com/r/wd6nbg

About ResearchAndMarkets.comResearchAndMarkets.com is the world's leading source for international market research reports and market data. We provide you with the latest data on international and regional markets, key industries, the top companies, new products and the latest trends.

Research and Markets also offers Custom Research services providing focused, comprehensive and tailored research.

Originally posted here:
Applications of Machine Learning in the Life Sciences Industry - GlobeNewswire

Originally published in Towards Data Science, January 8, 2020

2019 was a big year for all of Data Science.

Companies all over the world across a wide variety of industries have been going through what people are calling a digital transformation. That is, businesses are taking traditional business processes such as hiring, marketing, pricing, and strategy, and using digital technologies to make them 10 times better.

Data Science has become an integral part of those transformations. With Data Science, organizations no longer have to make their important decisions based on hunches, best-guesses, or small surveys. Instead, theyre analyzing large amounts of real data to base their decisions on real, data-driven facts. Thats really what Data Science is all about creating value through data.

This trend of integrating data into the core business processes has grown significantly, with an increase in interest by over four times in the past 5 years according to Google Search Trends. Data is giving companies a sharp advantage over their competitors. With more data and better Data Scientists to use it, companies can acquire information about the market that their competitors might not even know existed. Its become a game of Data or perish.

Google search popularity of Data Science over the past 5 years. Generated by Google Trends.

In todays ever-evolving digital world, staying ahead of the competition requires constant innovation. Patents have gone out of style while Agile methodology and catching new trends quickly is very much in.

Organizations can no longer rely on their rock-solid methods of old. If a new trend like Data Science, Artificial Intelligence, or Blockchain comes along, it needs to be anticipated beforehand and adapted quickly.

The following are the 4 hottest Data Science trends for the year 2020. These are trends which have gathered increasing interest this year and will continue to grow in 2020.

(1) Automated Data Science

Even in todays digital age, Data Science still requires a lot of manual work. Storing data, cleaning data, visualizing and exploring data, and finally, modeling data to get some actual results. That manual work is just begging for automation, and thus has been the rise of automated Data Science and Machine Learning.

Nearly every step of the Data Science pipeline has been or is in the process of becoming automated.

Auto-Data Cleaning has been heavily researched over the past few years. Cleaning big data often takes up most of a Data Scientists expensive time. Both startups and large companies such as IBM offer automation and tooling for data cleaning.

Another large part of Data Science known as feature engineering has undergone significant disruption. Featuretools offers a solution for automatic feature engineering. On top of that, modern Deep Learning techniques such as Convolutional and Recurrent Neural Networks learn their own features without the need for manual feature design.

Perhaps the most significant automation is occurring in the Machine Learning space. Both Data Robot and H2O have established themselves in the industry by offering end-to-end Machine Learning platforms, giving Data Scientists a very easy handle on data management and model building. AutoML, a method for automatic model design and training, has also boomed over 2019 as these automated models surpass the state-of-the-art. Google, in particular, is investing heavily in Cloud AutoML.

In general, companies are investing heavily in building and buying tools and services for automated Data Science. Anything to make the process cheaper and easier. At the same time, this automation also caters to smaller and less technical organizations who can leverage these tools and services to have access to Data Science without building out their own team.

(2) Data Privacy and Security

Privacy and security are always sensitive topics in technology. All companies want to move fast and innovate, but losing the trust of their customers over privacy or security issues can be fatal. So, theyre forced to make it a priority, at least to a bare minimum of not leaking private data.

Data privacy and security has become an incredibly hot topic over the past year as the issues are magnified by enormous public hacks. Just recently on November 22, 2019, an exposed server with no security was discovered on Google Cloud. The server contained the personal information of 1.2 Billion unique people including names, email addresses, phone numbers, and LinkedIn and Facebook profile information. Even the FBI came in to investigate. Its one of the largest data exposures of all time.

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The 4 Hottest Trends in Data Science for 2020 - Machine Learning Times - machine learning & data science news - The Predictive Analytics Times