Managing deficiency of Big Data skills

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Managing deficiency of Big Data skills

Businesses encounter difficulties in recruiting enough people with big data and analytics skills, although there are some solutions for dealing with situation.

The Harvey Nash/KPMG CIO Survey has found that big data and analytics have headed the list of the most sought-after experts for the fourth year in a row. According to the survey, this shortage has a significant influence on all organizations, with two-thirds of IT leaders acknowledging it impedes their ability to keep up with the swift pace of change.

Given the novelty of the discipline itself, it does not come as a surprise that there is a deficit of skilled data scientists. Very few universities offer pure data science degrees (as opposed to computer science). .. It will take a few years before there are enough skilled data scientists in the workforce.

Skills shortages present a significant issue, and companies should expedite available mechanisms to address them. Because data analytics, big data and AI are relatively new fields, there is a misleading tendency to think that a company has to prove itself and build its own analytical system. However, in reality IT leaders in organization can rectify the situation in several ways.

One of the thing that companies can do is outsource applications with data analytics by renting them. Companies such as Amazon Web Services (AWS), Google, Microsoft, IBM and others are building applications for facial and voice recognition, image classification, and other features that are available for rent in the cloud with no long-term commitment.

One example is Google’s AutoML. Google’s systems automatically create a machine-learning model from content uploaded by the client.  This and similar resources can save a lot of IT teams’ time and efforts spent on fine-tuning algorithms in search of the best solution.

Shamus Rae, Head of digital disruption, KPMG believes that what many companies really need “are not merely technically skilled data scientists, but the missing link or bridge between the IT team and the business – the communicators and facilitators who can understand and articulate the real need, and so drive greater efficiency”.

“I believe CIOs need to find people with a slightly different skillset – what you might call “bridgers” or “shapers”. These people are the ones who can engage with the business, understand what it needs and where the problems and friction points occur – and then start shaping use cases to solve it”, – emphasized Rae in Computerweekly .

Another alternative for CIOs to obtain the needed resources is to have their teams take data science courses openly available online. Geoffrey Hinton,- the man who is regarded as the patron of deep learning, at the University of Toronto, has a course available online through the University of Toronto and Stanford University.

While it will take time to figure out which strategies will work out as the most effective, in the shorter term, it is critical for businesses to develop a strategy for getting the talent they need.

As Ashok Mysore of Infosystems shares in Computerworld, these strategies should include offering the right incentives to attract the best data scientists and provide on-the-job training to ensure that they can start delivering value as quickly as possible.

 

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