developing talent to manage big data · developing talent to manage big data key concept the sudden...
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Ideas for Leaders #176
Developing Talent to Manage Big Data
Key Concept
The sudden and prominent appearance of big data inthe business world means many organizations needto start thinking about investing in new staffspecifically trained in big data analysis. How can HRexecutives stay ahead and ensure they find and retainthe right people for this important role?
Idea Summary
The type and amount of information collected byorganizations today is on a scale never seen before.This explosion in the volume of data received throughsources such as social media feeds, customer servicedatabases, etc., has created a new opportunity forbusinesses to compete by collecting and analysingthis so called “big data.” And with this opportunitycomes an increased demand for big data analysts;according to a 2012 survey by InformationWeek, 40% ofrespondents said they planned to increase their staffin big data and analytics in the upcoming year, furtherestimating that big data staffing will increase by 11%over the next two years.
But its sudden appearance in the marketplace meansthere is also currently a shortage of such individuals;most existing leaders cannot adequately identify andoptimize business applications in big data. Withdemand for such analysts expected to increase, HRexecutives may soon find themselves in the difficultposition of hiring from a shrinking talent pool.
So how are organizations planning on recruiting anddeveloping big data talent? Some are incorporatingquestions into the interview process that testcandidates’ agility and logic; for example, Google askquestions like, “How many golf balls would fit in aschool bus?” or “How many sewer covers are there inManhattan?” Respondents are not expected to getanswers right, but rather their willingness toexperiment is at test. Similarly, Capital One andProctor & Gamble also assess candidates during therecruitment stage.
ShareAuthors
Ahalt, Stan
Kelly, Kip
Institutions
University of North Carolina Kenan-Flagler
Business School
Source
White Paper
Idea conceived
May 2013
Idea posted
July 2013
DOI number
Subject
IT Strategy
HR Management
Technology
Coaching
Talent Management
Other organizations prefer on-the-job training; agrowing number of organizations are offering big datatraining and development through conferences,seminars, online courses, webinars, and certificationprograms.
Business Application
The decision as to whether to employ new big datastaff or train existing employees will differ fromorganization to organization. But the following foursteps will be beneficial for all HR executives to helpbridge the big data talent gap:
1. Educate yourself about big data: be proficient in big data and
familiar with the skills and abilities needed to be successful.
Also, strive to understand how big data can be applied to
recruiting as well, and become a leader in using it to advance the
HR function.
2. Educate managers and senior leaders about big data: this
means not only developing new knowledge and skills, but
understanding the real potential of big data. Managers and
leaders at all levels must be educated.
3. Develop creative strategies to recruit and retain big data talent:
think outside the box and become more creative in recruiting big
data analysts. As there is a shortage of them in the market,
retaining this talent may become a challenge. As such, consider
revised compensation, incentive, and recognition systems
designed to keep them within the organization.
4. Offer solutions to build big data talent in their organizations:
developing an organization-wide big data literacy program, like
Proctor & Gamble did, may be worth considering for your
organization too. On-the-job training, seminars, self-paced
learning programs, etc., can all provide developmental
opportunities. In addition, it may also help identify employees
who possess an aptitude for, and interest in, big data analysis.
© Copyright IEDP Ideas for Leaders 2014
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Further Reading
The Big Data Talent Gap. Stan Ahalt &Kip Kelly. UNC Kenan-Flagler Business School WhitePaper (May 2013).
Further Relevant Resources
Stan Ahalt’s profile at UNC College of Arts and Sciences
Kip Kelly’s profile at UNC Kenan-Flagler Business School
UNC Kenan-Flagler Business School’s Executive Education
profile at IEDP
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