Philippines Analytics Outlook 2014 (3 of 4): Most In-Demand IT Skills

http://itstaffing.matrixresources.com/opportunities/tech-trends/most-demand-it-skills

Date: 12/10/2013
Source: Wanted Analytics

The most jobs in demand right now fall under information technology. Wanted Analytics found the most commonly advertised IT skills in this category to see which abilities candidates need to posses to help businesses close gaps.

There are many options for technical training in the Philippines and many schools specialize in producing grads trained in certain applications and programming languages. However, many times they fall short in teaching soft skills.

See my notes on how DMAI can address five of these soft skills needs for businesses operating in the Philippines by our innovative training offerings.

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Most In-Demand IT Skills
1.Oral and Written Communication > This is Key! So many good analysts have great tech skills, but lack the people skills to be great analysts. This is where my training makes the biggest difference.
2.Software Development
3.Troubleshooting > A lot of times you find that analysis work is more about helping someone understand why things are based on the data. I teach my trainees who to look be a troubleshooter and not just a process follower .
4.Java
5.Project Management
6.Structured Query Language (SQL)
7.Problem Solving > Another weakness of many fresh grads is that they can fix things that make sense, but when faced with unexpected or challenging issues, they lack the confidence to solve problems. I can empower that missing self-confidence.
8.Linux
9.Oracle
10.UNIX
11.JavaScript
12.Quality Assurance (QA)
13.Systems Development Lifecycle (SDLC)
14.Microsoft SQL Server (MS SQL)
15.Microsoft Office
16.Business Requirements Gathering > Knowing what the problem is, communicating it and reporting on it, making sure communication lines are open, involving all stakeholders in requirements gathering, good end-user design, knowing where data lives and how to unlock it… all things we work on through hands on exercises in my trainings.
17.Detail Oriented
18.Self-starting / Self-motivated > Being able to identify a business need or issue and bring it to management before something blows up, is another strength that separates good from great analysts. My trainees are encouraged to do this and taught how to do it a way that is down right enchanting.
19.Application Development
20.Hypertext Markup Language (HTML)

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One of my favorite blog posts from the past year! Know the Difference Between Your Data and Your Metrics

http://blogs.hbr.org/2013/03/know-the-difference-between-yo/

Know the Difference Between Your Data and Your Metrics

How many views make a YouTube video a success? How about 1.5 million? That’s how many views a video our organization, DoSomething.org, posted in 2011 got. It featured some well-known YouTube celebrities, who asked young people to donate their used sports equipment to youth in need. It was twice as popular as any video Dosomething.org had posted to date. Success! Then came the data report: only eight viewers had signed up to donate equipment, and zero actually donated.

Zero donations. From 1.5 million views. Suddenly, it was clear that for DoSomething.org, views did not equal success. In terms of donations, the video was a complete failure.

What happened? We were concerned with the wrong metric. A metric contains a single type of data, e.g., video views or equipment donations. A successful organization can only measure so many things well and what it measures ties to its definition of success. For DoSomething.org, that’s social change. In the case above, success meant donations, not video views. As we learned, there is a difference between numbers and numbers that matter. This is what separates data from metrics.

Guest Blog: How Does HR Use Social Media? (Infographic)

http://www.socialtalent.co/blog/how-does-hr-use-social-media-infographic

Home » Blog » How Does HR Use Social Media? (Infographic)

How Does HR Use Social Media? (Infographic)

social-media-2013-survey

Posted by Siofra Pratt, December 19th 2013

Over the past year we’ve heard all about how recruiters use social media to bolster their sourcing efforts, now it’s HR’s turn! – See more at: http://www.socialtalent.co/blog/how-does-hr-use-social-media-infographic#sthash.XybotY5m.dpuf

Philippines Analytics Outlook 2014 (2 of 4): Top Skills in Demand

LinkedIn recently came out with the 25 hottest skills from 2013 based on their 259+ million member profiles. As you can see below, this list of skills in demand is dominated by technology skills. Business growth and development also tops the chart, showing growth in next year’s forecast. http://itstaffing.matrixresources.com/opportunities/tech-trends/top-25-skills-linkedin-2013

LI-25-Hottest-Skills-Ranking-List-Final

So what does this mean for us in 2014 and for us going to school or working and doing business in the Philippines?

•Technology skills are highly valued. It’s almost 2014. This shouldn’t come as a big surprise, but if it isn’t already painfully clear why Science, Technology, Engineering, and Math (STEM) education is a top priority for many of the world’s governments, now you know. However in the Philippines, we are still producing more nurses and accountants then we are analysts. So training classes like our are going to be in an ever increasing demand.

•We live in a data-driven world. Cloud and distributed computing (#3), data mining (#5), and data engineering (#12) being highly ranked on our list paints a picture of a world overwhelmed with information, with businesses scrambling to store, retrieve, and make sense of it all. HP and IBM know this and are pushing training into the schools. BPAP knows this has partnered with a number of schools. But in the next 3-5 years its still going to be primarily people like DMAI up training folks to plug the gaps. This gets back to the consistent increase in jobstreet postings for analytics talent.. up 33% from a year ago.

•Businesses are looking to grow. Recruiting (#8), business development (#9), and strategic planning (#24) are all skills that help businesses hire more employees and find new sources of revenue. Expectations of 20% growth in the BPO industry in the Philippines is being lead by “up the value chain” type jobs and many of them require the analytics and data interpretation skills we specialize in.

So, with 2014 fast approaching, its time to think about how to get more training in analytics or how to get more trained analysts in your business. These are high demand, limited supply needs that will only get more extreme in the next few years.

Follow our blog to find out when the next DMAI analytics training is coming.

A Really Big Data Creation Project

About a week ago I got a random e-mail from a strategic research company based in India asking me if I could help them find some information on the domestic remittance market in the Philippines. They specialize ins preparing research for various financial and banking segments and are looking to put together a paper on this topic. From my experience with Wells Fargo and having set up a business in the Philippines, I’ve managed to make a lot of connections that would undoubtedly help find them some of the data they need.

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First off though, I told them up front… there is no where you are just going to find the data they are looking for in one or two places. Most of the data on this topics is going to be unstructured… and what is available is going to be with a narrow focus and incomplete.

And this is something I am very good at… creating data. Taking a diverse collection of sources and using them to create a landscape of information. Data creation definitely falls more into the art side of analytics, because it’s all about networking and connecting the dots and taking educated guesses… not a lot of hard science!

This kind of analytics is very hard because most analysts are only comfortable working with data that’s been validated, is housed with a structured architecture and can be easily queried. They like playing with big data when it’s in a defined sandbox. The data needed for this project is scattered all over the place and in many cases hasn’t even been sourced yet.

So looking at some of the requirements; (1) domestic remittance transaction counts and peso volumes, (2) top remittance corridors, (3) major players in the market, and (4) channel used for transfers… its pretty clear we’ll need to lean on the Central Bank, and several other financial services providers to get data. We also need some demographics on the people doing the transfers and look at recent trends… and in addition, the client wants to include bill payments. It’s an extremely ambitious project.

Stay tuned to see how it ends up.

The Mission of the DMAI Family of Companies: Creating More Analysts

I just wanted to share this blog post from the World Bank as it addresses exactly what we at DMAIPH have been saying and are trying to address; the need for more high end skills training in the Philippines.

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8 of 12 from this training batch found jobs with BPO companies within a couple weeks of completing the two day Introduction to Analytics training!

http://blogs.worldbank.org/eastasiapacific/node/3096
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The Philippines faces an enormous jobs challenge. Good jobs—meaning jobs that raise real wages or bring people out of poverty—needed to be provided to 3 million unemployed and 7 million underemployed Filipinos—that is those who do not get enough pay and are looking for more work—as of 2012.

In addition, good jobs need to be provided to around 1.15 million Filipinos who will enter the labor force every year from 2013 to 2016. That is a total of 14.6 million jobs that need to be created through 2016.

Did you know that every year in the last decade, only 1 out of every 4 new jobseeker gets a good job? Of the 500,000 college graduates every year, roughly half or only 240,000 are absorbed in the formal sector such as business process outsourcing (BPO) industry (52,000), manufacturing (20,000), and other industries such as finance and real estate.

Around 200,000 new job seekers find work abroad, and around 60,000 will join the ranks of the unemployed, go back to school, or rely on financial support from family for the time being.

This still leaves 600,000 new jobseekers who have no choice but to work in the low-skill and low-pay informal sector in rural and urban areas.

Higher growth can provide more Filipino workers with good jobs. With sustained GDP growth of 7 percent per year and the removal of constraints in fast growing sectors (e.g., addressing skills shortages so that the BPO industry can accelerate its annual growth from 20 to 30 percent), the formal sector will be able to provide good jobs to around 2 million people in the next 4 years – that is double the current figure.

Even so, the majority of Filipino workers will still be left out. By 2016, around 12.4 million Filipinos would still be unemployed, underemployed, or would have to work or create work for themselves in the low pay informal sector such as selling goods in sari-sari stores (small retail stores) and peddling on the streets, and driving tricycles and pedicabs.

Addressing this jobs challenge requires meeting a dual challenge: expanding formal sector employment even faster, while rapidly raising the incomes of those informally employed.

To create good jobs for the 12.4 million, a comprehensive package of reform is needed to create a business environment that is conducive for the private sector to create jobs and increase human capital. Reforms that will secure property rights, open the economy to more competition, simplify business regulations, and increase investments in health, education, and infrastructure are needed.

But will the private sector have the incentive to invest and create jobs for the 12.4 million Filipinos who are left out of the fast growing formal sector?

What do you think is key to creating more and better jobs in the country? Creating jobs for millions is a daunting task, but perhaps we can agree to start somewhere.

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Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience.

If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you. 

Marketing to Your Competition… Face Palm!

I get e-mails like this all the time…

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Dan,
I was doing some research on BPO Elite, and based on your previous interest, I was inspired to reach out to you for your guidance.
How much of the information within your data is locked away, hidden, and inaccessible in the moments you need visibility to it the most? Are you facing any challenges surrounding accurate forecasting? What would it mean to you to have everyone at every level of the organization, working from a single version of the truth?
We are helping organizations reduce the time to access relevant data by 95%. Is “good enough” really good enough moving forward to a new year in 2014?
With end of year promotions beginning now, the purpose of my note is to determine if this is an area of interest for your team and also the best person to speak with about achieving powerful business analytics and beautiful dashboard reporting.
Thank you for your time and feedback Dan.
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Insert Face Palm image > facepalm

So if you spend 10 seconds on any of my social media sites, its pretty clear that I am all about analytics! So in effect they are asking me to outsource what we do for a living to them?

I find this quite comical.

I imagine the person who sent this email is either going off a list or just spamming and hoping to get lucky. Because when you market to you competition you want to at least come off as you know you are marketing to your competition.

Recruitment Analytics… where both demand and need is greatest

Who’s left? > Reblog from one of my blogging heroes, Seth Godin.
http://sethgodin.typepad.com/seths_blog/2013/11/whos-left.html

This is EXACTLY why I have been able to run several successful recruitment analytics seminars in the past year. So many HR and Recruitment teams still approach sourcing talent like this…

“The classified section of the Sunday New York Times used to be more than twenty or thirty pages long. Now it’s down to one.

Part of this is due to the lack of new jobs in the post-industrial economy, but mostly it’s due to job listings moving online. I was fascinated to see some of the jobs in last week’s paper, and confess befuddlement at the thinking of those that ran them.

Here’s one, from Amazon, for a level II programmer in their New York office. Just a mailing address, no online method for contacting or applying. They’re using the newspaper to search for programmers unable to apply online, perhaps the best place to find this sort of programmer, but really, do they want them?

Or the ad from Paul, Weiss, a prestigious big law firm in New York. It’s the biggest ad on the page, and goes into a long, long list of requirements for the job–Magna Cum Laude from a famous law school, more than three years with one of their competitors, etc. Which high-powered New York lawyers are reading the last single page of newspaper classifieds?

And my favorite, an equally long ad for Deloitte that instructs the applicant to go to a website and enter a 15-digit code, including several “1”s, some “I”s and a bunch of letters and numbers. Almost unreadable in the paper, and hard to transcribe. More than a billion combinations… why not just enter NYT1124?

Lots of time and money being spent chasing the wrong people with the wrong ads.

My point, and I do have one, is that if your HR department is run by policies that were established a decade ago, worth a new look. And if you are serious, truly serious, that talent is your competitive advantage, please understand that the way you look for and sort that talent is the highest-leverage way you’ve got to increase what you end up with.”

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. You really have to Think Through The Box to come up with winning solutions to effectively attract, retain and manage talent in the Philippines today.

DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

How to Get Fast Business ROI with PLDT Cyberya

I thought this was a pretty good blog post… worth a quick read!

Bits and Snippets of the Philippines

PLDT KaAsenso Cyberya is a coined term from two words: “Cyber,” involving cyberspace and the Internet, and “Barya,” a Filipino word meaning “coins” in literal translation. In reality, it’s a coin-operated machine that allows people to drop as little as one Peso to surf the Internet.

The Cyberya business is touted to be a high-profit, low-maintenance small business or minigosyo, helping provide extra income for small business owners or jumpstarting a small business into a bigger venture with multiple Cyberya machines. In partnership with Intel Philippines, the global leader that develops technologies, products, and initiatives to continually advance how people work and live, PC Express, one of the leading computer retailing shops in the Philippines that provides high-quality PC and electronic parts and accessories, and PLDT KaAsenso, PLDT HOME’s trusted enabler for minigosyos. Cyberya was launched in late 2012, it is now available nationwide.

A Cyberya package is an all-in-one…

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