Top Data Science & Analytics Skills in Demand: 2017 vs 2022

One question I get asked a lot are what are the best skills to master for Data Science & Analytics (DSA) jobs right now?

Another question is what skills will be in demand five years from now.

With both questions, most of the ones asking are looking for specific applications or tools to learn. Often my reply is that it really doesn’t matter which tool or application you use as much as you get practical experience working with data.

My point is that job titles and technical skill sets come and go as technology evolves… what you really need to do is be in a place where your curiosity and critical thinking are continuously challenged. It helps to also be somewhere that encourages new solutions and has a culture that fosters innovation.

Not easy to find, but thats more important to me then what you learn now. That said, I still have to answer the questions with some sense of what to learn and master so…

Here are some of the top DSA skills needed right now:

  • Management Reporting
  • Advanced Excel
  • Familiarity with Business Intelligence Tools
  • SQL Coding for Teradata Databases
  • Transforming Data Warehouses into Data Lakes
  • Business Dashboards and Data Visualization with Tableau
  • Predictive Analytics with R and Azure
  • Predictive Model Building with SPSS
  • Data Storytelling

By no means a exclusive list… if you do a quick search of job posting for DSA professionals you will not find two job posts with the exact same requirements.  From where I sit, these are just the ones I see a lot.

When it comes to the future, I did a quick search and came up with this list…

Here are some of the top DSA skills likely needed over the next 5 years.

  • Natural Language Generation and Text Analytics
  • Human/BioMetric Analytics
  • Machine Learning
  • Prescriptive Analytics
  • Chat Bot Design and Maintenance
  • AI Virtual Assistants Design and Programming
  • IoT Sensor Analytics

Again… not even close to a complete list, but you can get a sense of where things are going.

Assuming most companies mature past the basic analytics phase and that we continue moving towards AI solutions at the current pace, there will be a lot of new analyst jobs out there with new titles. Data Scientists will be busy solving a wide range of data challenges that currently still seem like Science Fiction today.

At least that’s my take as of now.

It will change.

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The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

Analytics for Team Leads: Optimize Analytics & Data Science for More Efficient Operations and Engaged Employees

Join DMAIPH and Augment BPO in a two-day analytics training for Team Leads on August 22-23, 2017 in Ortigas! 

Learning Session Description

Every  organization is looking for a way to better understand what’s working and what’s not working in their operations. By using meaningful Big Data Analytics techniques, your leadership efforts can be greatly enhanced.

Learning Session Outline

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace.

With real-time operations metrics & reporting, we can finally know what’s happening in our business, with our employees and with our customers.

New technologies like social networks, data rich information systems and business intelligence applications are fundamentally changing the entire operations process.

The pressure to deliver results has never been greater. Team Leaders are now more than ever required to demonstrate the return on investment of their efforts are contributing to the bottom line.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making. This will result in both process efficiency and better return in investment in the operations of your business.

With the global demand for analytics-enabled talent booming and the coming threat of A.I. to the BPO industry, Team Leaders need a deep understanding of analytics.

Learning Session Objectives

  1. Apply Best Practice Techniques and Cutting Edge Technologies to Organize, Interpret, and Summarize Quantitative Data
  2. Create a Process to Analyze Data and Identify Patterns Not Apparent at First Glance
  3. Reduce “Analysis Paralysis” and Go from Hard Data to Well-Reasoned Conclusions in Less Time
  4. Understand the implications of Artificial Intelligence and Machine Learning in regards to the future of work in the Philippines.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • Managers, Supervisors and Team Leads
  • Business Analysts working as part of an Operations Team
  • Leaders who oversee business operations

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for Team Leaders and Managers to use both in the Philippines and across the region.

Session One – Domain Knowledge & Application:  Apply domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

  • Overview of Big Data, Analytics & Data Science in the Philippines
  • Cutting Edge Trends in Big Data
  • How to Apply an Analytics Process to Solving Business Problems

Session Two – Data Management & Governance: Develop and implement data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

  • The 5 V’s of Big Data
  • The 3 Tenants of Data Governance
  • Information Security Guidelines for Filipino Businesses

Session Three – Data Analytics Methods & Algorithms: Capture, clean and inspect data. Evaluate and implement data analytics to derive insights for decision making.

  • Data Warehouses and Data Lakes
  • Blending Data from Across the Organization
  • Cloud Computing and 24/7 Data Access

Session Four – Data Science Engineering Principles for Business Operations: Use analytics software and system engineering principles and modern computer technologies to share findings and tell data stories. Develop analytic processes to improve HR operations.

  • Analytics with Lean and Six Sigma
  • Getting IT: the 3’s I and the 3 T’s of Data
  • Data Science 101: How to Build a Data Science Team

Session Five: Computing Principles for Team Leads: Apply information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

  • Optimizing the use of MS Excel for Operations
  • Mangement Reporting
  • Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for Data Analytics: Apply and/or direct the application of statistical concepts and methodologies for data analysis including predictive analytics.

  • Predictive Analytics Case Study: Google’s Top Performer Model
  • Tying Management Reporting to Predictive Models
  • Group Exercise: Build a Top Performer Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

  • Competitor Landscapes and Demographic Profiles
  • BI Tools Demo: Tableau Public
  • Social Media Data

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a Business Dashboard prototype.

  • Data Visualization Guidelines
  • Group Exercise: Build a Business Dashboard Prototype
  • The Concept of Enchantment
  • Data Storytelling Case Study: The Best NBA Team of All Time

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

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Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH

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.

3 Key Tools Needed for HR Analytics: R, SPSS & Tableau

I get asked a lot about what are the best tools to use for HR Analytics. That is not really an easy question to answer as every company has needs a little different then every other company.

That said, the two most common in my experience with HR in the Philippines are R (including RStudio) and SPSS.

R is great for statistical analysis and visualization which is very suited to explore huge data sets.

It enables you to analyze and clean data sets with millions of rows of data. In addition, it lets you to visualize your data and analysis, like what you see below.

RStudio is an open source and enterprise-ready professional software package for R.

It basically does everything that R does, but has a friendlier user interface. The interface contains a code editor, the R console, an easily accessible workspace, and history and room for plots and files. You can take a look at an example of this below.

SPSS is one of the most commonly used HR analytics tools in social sciences. Thanks to its user-friendly interface you’re able to analyze data without having extensive statistical knowledge.

In addition, SPSS is often used within the field of social science. This means that a lot of HR professionals know how to use it, especially the ones with an interest in data.

Additionally, SPSS shares many similarities with Excel which makes it easier to work with.

Tableau is a business intelligence tool that is great at data visualization and business dashboards.

You can also learn to use Tableau to display data you process through SPSS to show results of predictive models.

So for companies looking take the dive into HR Analytics, these tools would give you a good base to inventory and analyze data using R, model it using SPSS and presenting it using Tableau

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Analytics in the Philippines – The Philippines is at the center of the action when it comes to solutions to the global need for analytics. Blessed with a solid foundation of young, educated and English speaking workforce, companies around the world are look for Filipino analytics talent to fill analytics positions. DMAIPH was set up to facilitate these solutions and bring the talent and the business together. And that is exactly why I wrote Putting Your Data to Work, the first analytics guidebook designed specifically for the Philippines. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can help you take advantage of this unique global opportunity.

The Analytics Puzzle for Higher Education in the Philippines

When you look at the picture on the box of puzzle pieces, you generally think it won’t be so hard to fit all the pieces together. But then when you lay out all the pieces and connect them one by one it can often feel like a sense of this is a lot harder then I thought.

In many way, that’s how I feel about efforts to date regarding the teaching of Data Science and Analytics in the Philippines. The end product is clear, just about all the 2,000+ HIEs across the Philippines offering some level of DSA education to a wide range of students.

Everyone agrees that we need more education to meet both the high current demand and the expected huge future demand for DSA talent for both domestic and global consumption. We have seen a lot of awesome initiatives popping up trying to train educators to teach DSA subjects and have seen a number of industry-academe partnerships. CHED has even set aside significant resources to promote the training of faculty and the incentive to offer DSA programs.

So things are going well, but when you look at the simple math of how many educators need to be training in the very near future, some like me get a little concerned. Current programs train a few dozen here and maybe a few hundred there, bit by bit. But if you need thousands then current efforts are just going to come up short.

What we need is a unified front. Bringing together all the interested parties, many of whom are already working on this issue, is the only way to get to critical mass. By my estimation we should be looking at training 5,000 educators in the next 3 years. And a one week overview is just the start. To really become adept at teaching DSA, educators need an apprenticeship that lasts months to really learn the tools of the trade like data storytelling, business intelligence and predictive analytics.

And that is just the faculty… when you think about the 100,000s of students who need to taught DSA, you start to see that this puzzle is gonna take a lot more effort to complete then it may have looked like at first.

So thats where I am at now… both evangelizing and empowering. Raising awareness of what the puzzle looks like when solved and why we need to solve. And empowering to build collaborations to connect the pieces faster then each puzzle expert can work on their own.

And that is exactly why I started Augment BPO.

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Augment BPO. The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

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DMAIPH Analytics Education – Facilitating a mastery of the fundamentals of analytics is what DMAIPH does best. As a key parnter of the Asia Pacific Economic Cooperation’s Project DARE initative, DMAIPH champions the use of using data. All across the world, companies are scrambling to hire analytics talent to optimize the big data they have in their businesses. We can empower students and their instructors with the knowledge they need to prepare for careers in data science and analytics. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly so we can set a guest lecturer date, On-the-Job Training experience or other analytics education solution specifically tailored to your needs.

Analytics for HR Managers (2 Day Training)

Deploy Big Data Analytics Solutions to Align HR with Organizational Business Strategy

Learning Session Description

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

Learning Session Outline

Successful HR Managers are strategic planners and take decisions which are apt and considering all the facts. They also have a knack for metrics as these are essential in improvising various process in the organization and make data-driven decisions for the benefit of the organization.

In the past few years, we have seen the importance of big data, analytics and data science grow at a dizzying pace. By using meaningful HR Analytics techniques, your recruitment and retention efforts can be greatly enhanced.

A recent Facebook job posting for HR Manager described the importance of Analytics for HR Managers. “We are looking for a visionary who gets excited about using data insights to drive HR related business decisions at all levels. The right candidate thrives on HR data, overseeing dynamic reporting and implementing actionable analysis within both HR and across the organization.”

New techniques like predictive analytics and data storytelling as well as new technologies like social networks, applicant tracking systems and business intelligence applications are fundamentally changing the entire talent management process from recruitment to retirement.

The pressure on HR Managers to deliver results has never been greater as they are required to demonstrate the return on investment being made into HR functions.

Building analytics centric teams and using techniques taught in this training session will empower more data-driven decision making across your HR organization from the top down.

Learning Session Objectives

  1. To learn analytics techniques that will allow quicker, deeper and more impactful analysis of HR & Recruitment Big Data.
  2. To be exposed to cutting edge technology being used in other companies to build HR & Recruitment business dashboards and design more powerful reports.
  3. To assess the current state of analytics in your HR & Recruitment process and build a strategy to empower the greater use of HR analytics in your organization.
  4. Understand the implications of Artificial Intelligence and Machine Learning in regards to HR functions.

Who Should Attend

This session is suitable to a wide range of professionals but will greatly benefit:

  • HR Managers and Recruitment Managers
  • Business Analysts working with HR and Recruitment teams
  • Senior Leaders who work closely with HR and Recruitment

Learning Session Process

Based on a Set of Key Data Science and Analytics Competencies developed by the Asia Pacific Economic Cooperation (APEC), our learning sessions are designed for HR Managers to use both in the Philippines and across the region.

Session One – HR Domain Knowledge & Application:  Apply HR domain-related knowledge and insights to effectively contextualize data, achieved by practical experience and exposure to emerging innovations.

  • The Complexity of Multigenerational Workforces
  • Aligning the Brand between HR & Recruitment and Marketing
  • State of Data Science and Analytics in the Philippines

Session Two – Data Management & Governance: Understand data management strategies and governance, incorporating privacy, data security, polices and regulations, and ethical considerations.

  • The 5 V’s of Big Data
  • The 3 Tenants of Data Governance
  • Following Data Privacy and Security Laws

Session Three – Data Analytics Methods & Algorithms: Appreciate the processes used to capture, clean and inspect data for HR & Recruitment. Evaluate and implement data analytics initiatives to derive insights for decision making.

  • Finding the Right Data at the Right Time
  • Data Warehouses and Data Lakes
  • Blending Data from Across the Organization

Session Four – Data Science Engineering Principles for HR: Use analytics software to share findings and tell data stories. Develop analytic processes to improve HR operations.

  • Getting IT: the 3’s I and the 3 T’s of Data
  • Data Science 101: How to Build a Data Science Team
  • Data Storytelling Case Study: The Best NBA Team of All Time

Session Five: Computing Principles for HR: Appreciate information technology, computational thinking and utilize programming languages to design and develop data analysis processes and techniques.

  • Optimizing the use of MS Excel for HR and Recruitment
  • Defining KPIs Case Study: Google Project Oxygen
  • Working with the IT Team: Buy them Doughnuts

Session Six – Statistical Techniques for HR Data Analytics: Direct the application of statistical concepts and methodologies for data analysis including predictive HR analytics.

  • Predictive Analytics Case Study: HP’s Flight Risk Model
  • Tying Management Reporting to HR Analytics Models
  • Group Exercise: Build a Flight Risk Model

Session Seven – Operational Analytics: Use data analytics and specialized business intelligence techniques for the investigation of all relevant HR data to derive insight in support of decision-making.

  • Competitor Landscapes and Demographic Profiles
  • Overview of Business Intelligence Tools
  • BI Tools Demo: Tableau Public

Session Eight – Data Visualization & Presentation: Ability to create and communicate compelling and actionable insights from data using visualization and presentation tools and technologies. Build a HR Business Dashboard prototype.

  • Data Visualization Guidelines
  • Group Exercise: Build a Business Dashboard Prototype
  • The Concept of Enchantment

Case Studies and Exercises

We will use case studies and group exercises throughout the two-day class. In these activities, the group is divided into teams. Each team will analyze datasets using the principals learned in the various learning sessions. These exercises will also use elements from the case studies as we progress from finding data, to conducting analysis on the data and finally presenting the data.

coverphoto

Augment BPO

The Augment BPO Data Science and Analytics Advocacy Project (Augment BPO) is empowering BPO Companies, Executives, and Workers in the Philippines to prepare for and address the clear and present danger posed by Artificial Intelligence Chatbots (AI Chatbots) to BPO revenue growth and jobs through Data Science and Analytics strategy planning, awareness building and upskill training.

jobspicture2

DMAIPH 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.