Build a Winning Strategy Using Big Data
Bangalore: Big Data analytics strategy can transform the working of an organization based on the quantifiable insights that Big Data supplies. The achievements resulting from the implementation usually include major and computable enhancement in areas such as quality control, logistics, and customer support. These don't happen immediately, and they don't happen without a clash, but an organization ought to be committed to identifying and acting on new insights. There is a need to invest in the development of a robust Data Science curriculum that could be employed within industry and academia to train and certify tomorrow's data scientists. Howard D. Elias, President and COO of Information Infrastructure Services at EMC Corp. recommends investing in the skills and people needed to meet the challenges of the future.
If you are an executive considering a Big Data strategy, you need to keep in mind that your talent pool is pretty small and that every organization is probably trying to acquire the same people that you wish to employ. Gartner reported recently that one-third (33 percent) of business have already started or are actively considering starting Big Data projects and with less than one-third (31 percent) of organizations "confident they can execute a Big Data strategy with their existing staff," the pool is getting smaller. That means the Big Data challenge is as much about getting ahead of the trend and gaining talent as it is about keeping up with novel technology.
Elias mentions a few key points on cio.com which will help in talent acquisition:
Education: The first step is to identify people within the organization who have proven to be technically skilled and analytically creative. It is important to not confine your search to just IT professionals. A Big Data team has to focus on disciplines able to think beyond the usual linear problem solving. Once you have identified them, they should be given the opportunity to gain training and certifications in Big Data Analytics and Data Science.
Acquire: A huge chunk of your Big Data talent acquisition strategy should be devoted to bringing in people from outside the organization who possess skills complementary to your strategy and are not burdened by organizational biases. What is transformative about Big Data is its focus on finding innovative ways to solve old problems. This will be difficult to accomplish in a company which is burdened by conventions and a narrow outlook.
Empower: A Big Data strategy will be stuck without any growth if you build a team which is not even given a chance to succeed. Your team will be energized by the knowledge that they are being expected to create measurable impact and that they have the support of the senior management. This will be crucial when your Big Data team challenges the norm and are up against others in your enterprise who is threatened by change. Creating an atmosphere outside the constraints of the IT department where data scientists know their contributions are appreciated will make recruitment and retention easier.
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