Showing posts with label Project Managment. Show all posts
Showing posts with label Project Managment. Show all posts

Tuesday, August 30, 2011

The Biggest Biometric Project in World

Massive Biometric Project Gives Millions of Indians an ID
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The unprecedented scale of Aadhaar’s data will make managing it extraordinarily difficult. One of Nadhamuni’s most important tasks is de-duplication, ensuring that each record in the database is matched to one and only one person. That’s crucial to keep scammers from enrolling multiple times under different names to double-dip on their benefits. To guard against that, the agency needs to check all 10 fingers and both irises of each person against those of everyone else. In a few years, when the database contains 600 million people and is taking in 1 million more per day, Nadhamuni says, they’ll need to run about 14 billion matches per second. “That’s enormous,” he says.

Coping with that load takes more than just adding extra servers. Even Nadhamuni isn’t sure how big the ultimate server farm will be. He isn’t even totally sure how to work it yet. “Technology doesn’t scale that elegantly,” he says. “The problems you have at 100 million are different from problems you have at 500 million.” And Aadhaar won’t know what those problems are until they show up. As the system grows, different components slow down in different ways. There might be programming flaws that delay each request by an amount too tiny to notice when you’re running a small number of queries—but when you get into the millions, those tiny delays add up to a major issue. When the system was first activated, Nadhamuni says, he and his team were querying their database, created with the ubiquitous software MySQL, about 5,000 times a day and getting answers back in a fraction of a second. But when they leaped up to 20,000 queries, the lag time rose dramatically. The engineers eventually figured out that they needed to run more copies of MySQL in parallel; software, not hardware, was the bottleneck. “It’s like you’ve got a car with a Hyundai engine, and up to 30 miles per hour it does fine,” Nadhamuni says. “But when you go faster, the nuts and bolts fall off and you go, whoa, I need a Ferrari engine. But for us, it’s not like there are a dozen engines and we can just pick the fastest one. We are building these engines as we go along.”

Using both fingerprints and irises, of course, makes the task tremendously more complex. But irises are useful to identify the millions of adult Indians whose finger pads have been worn smooth by years of manual labor, and for children under 16, whose fingerprints are still developing. Identifying someone by their fingerprints works only about 95 percent of the time, says R. S. Sharma, the agency’s director general. Using prints plus irises boosts the rate to 99 percent.

That 1 percent error rate sounds pretty good until you consider that in India it means 12 million people could end up with faulty records. And given the fallibility of little-educated technicians in a poor country, the number could be even higher. A small MIT study of data entry on electronic forms by Indian health care workers found an error rate of 4.2 percent. In fact, at one point during my visit to Gagenahalli, Nadhamuni shows me the receipt given to a woman after her enrollment; I point out that it lists her as a man. A tad flustered, Nadhamuni assures me that there are procedures for people to get their records corrected. “Perfect solutions don’t exist,” Nilekani says, “but this is a substantial improvement over the way things are now.”

Monday, December 28, 2009

When things go wrong in project managment!

I'm starting to become a big fan of Scott Berkun;

1. Calm down. Nothing makes a situation worse than basing your actions on fear, anger, or frustration. If something bad happens to you, you will have these emotions whether you’re aware of them or not. They will also influence your thinking and behavior whether you’re aware of it or not. (Rule of thumb: the less aware you are of your feelings, the more vulnerable you are to them influencing you.) Don’t flinch or overreact—be patient, keep breathing, and pay attention.

2. Evaluate the problem in relation to the project
. Just because someone else thinks the sky has fallen doesn’t mean that it has. Is this really a problem at all? Whose problem is it? How much of the project (or its goals) is at risk or may need to change because of this situation: 5%? 20%? 90%? Put things in perspective. Will anyone die because of this mistake (you’re not a brain surgeon, are you?)? Will any cities be leveled? Plagues delivered on the innocent? Help everyone frame the problem to the right emotional and intellectual scale. Ask tons of questions and get people thinking rather than reacting. Work to eliminate assumptions. Make sure you have a tangible understanding of the problem and its true impact. Then, prioritize: emergency (now!), big concern (today), minor concern (this or next week), bogus (never). Know how long your fuse is to respond and prioritize this new issue against all existing work. If it’s a bogus issue, make sure whoever cried wolf learns some new questions to ask before raising the red flag again.

3. Calm down again. Now that you know something about the problem, you might really get upset (“How could those idiots let happen!?”). Find a way to express emotions safely: scream at the sky, workout at the gym, or talk to a friend. But do express them. Know what works for you, and use it. Then return to the problem. Not only do you need to be calm to make good decisions, but you need your team to be calm. Pay attention to who is upset and help them calm down. Humor, candor, food, and drink are good places to start. Being calm and collected yourself goes a long way toward calming others. And taking responsibility for the situation (see the later section “Take responsibility”), regardless of whose fault it was, accelerates a team’s recovery from a problem.

4. Get the right people in the room Any major problem won’t impact you alone. Identify who else is most responsible, knowledgeable, and useful and get them in together straight away. Pull them out of other meetings and tasks: if it’s urgent, act with urgency, and interrupt anything that stands in your way. Sit them down, close the door, and run through what you learned in step 2. Keep this group small; the more complex the issue, the smaller the group should be. Also, consider that (often) you might not be part of this group: get the people in the room, communicate the problem, and then delegate. Offer your support, but get out of their way (seriously—leave the room if you’re not needed). Clearly identify who is in charge for driving this issue to resolution, whether it’s you or someone else.

5. Explore alternatives. After answering any questions and clarifying the situation, figure out what your options are. Sometimes this might take some research: delegate it out. Make sure it’s flagged as urgent if necessary; don’t ever assume people understand how urgent something is. Be as specific as possible in your expectation for when answers are needed.

6. Make the simplest plan
. Weigh the options, pick the best choice, and make a simple plan. The best available choice is the best available choice, no matter how much it sucks (a crisis is not the time for idealism). The more urgent the issue, the simpler your plan. The bigger the hole you’re in, the more direct your path out of it should be. Break the plan into simple steps to make sure no one gets confused. Identify two lists of people: those whose approval you need for the plan, and those who need to be informed of the plan before it is executed. Go to the first group, present the plan, consider their feedback, and get their support. Then communicate that information to the second group.

7. Execute
. Make it happen. Ensure whoever is doing the work was involved in the process and has an intimate understanding of why he’s doing it. There is no room for assumption or ambiguity. Have specific checkpoints (hourly, daily, weekly) to make sure the plan has the desired effect and to force you and others in power to consider any additional effort that needs to be spent on this issue. If new problems do arise, start over at step 1.

8. Debrief. After the fire is out, get the right people in the room and generate a list of lessons learned. (This group may be different from the right people in step 4 because you want to include people impacted by, but not involved in, the decision process.) Ask the question: “What can we do next time to avoid this?” The bigger the issue, the more answers you’ll have to this question. Prioritize the list. Consider who should be responsible for making sure each of the first few items happens.


Making Things Happen: Mastering Project Management
-Scott Berkun