The emotional and social side of analytics professionals: an exploratory study of the behavioral profile of data scientists and data analysts

PurposeAnalytics technologies are profoundly changing the way in which organizations generate economic and social value from data. Consequently, the professional roles of data scientists and data analysts are in high demand in the labor market. Although the technical competencies expected for these roles are well known, their behavioral competencies have not been thoroughly investigated. Drawing on the competency-based theoretical framework, this study aims to address this gap, providing evidence of the emotional, social and cognitive competencies that data scientists and data analysts most frequently demonstrate when they effectively perform their jobs, and identifying those competencies that distinguish them.Design/methodology/approachThis study is exploratory in nature and adopts the competency-based methodology through the analysis of in-depth behavioral event interviews collected from a sample of 24 Italian data scientists and data analysts.FindingsThe findings empirically enrich the extant literature on the intangible dimensions of human capital that are relevant in analytics roles. Specifically, the results show that, in comparison to data analysts, data scientists more frequently use certain competencies related to self-awareness, teamwork, networking, flexibility, system thinking and lateral thinking.Research limitations/implicationsThe study was conducted in a small sample and in a specific geographical area, and this may reduce the analytic generalizability of the findings.Practical implicationsThe skills shortages that characterize these roles need to be addressed in a way that also considers the intangible dimensions of human capital. Educational institutions can design better curricula for entry-level data scientists and analysts who encompass the development of behavioral competencies. Organizations can effectively orient the recruitment and the training processes toward the most relevant competencies for those analytics roles.Originality/valueThis exploratory study advances our understanding of the competencies required by professionals who mostly contribute to the performance of data science teams. This article proposes a competency framework that can be adopted to assess a broader portfolio of the behaviors of big data professionals.

Strategies for Business Sustainability in a Collaborative Economy

The increasingly complex and turbulent 21st century work environment poses challenges for businesses that can threaten their long-term sustainability. Given the rapid developments in technology, increasing rates of employee turnover, skills shortages, and changing expectations from Generation Z, the youngest generation now entering the workforce, organizations are recognizing the importance of developing a career resilient workforce. Individual employees' career resilience frames their capacity to respond when faced with career challenges, allowing them to continue functioning effectively, adapt in a flexible manner, and to successfully deliver work outcomes. To sustain a resilient workforce, managers must actively plan, develop, and deploy human resource management initiatives aimed at instilling career resilience in the youngest workplace entrants. By strategically designing generationally-appropriate management practices to maximize Generation Z talent, organizations can bolster their business sustainability to remain competitive in the changing economy.

Influence of Legal Framework on Recruitment and Selection in Service State Corporations in Kenya

Retaining quality workers is challenging as a result of recent phenomena such as skills shortages, employee mobility and the expected retirement of baby boomers in the near future. These phenomena negatively affect organizations’ ability to create and maintain their competitive advantage in the labour market. Hiring the right persons requires legislation like employment equity which must be fulfilled and the survival of an organization usually depends on the caliber of its employees. The purpose of this study was therefore to determine the influence legal framework has on recruitment and selection in service oriented State Corporation in Kenya. The study employed a descriptive cross sectional type of research design that enabled investigation of the various factors that influence recruitment and selection. The target sample was 154 executives of Service State Corporation in Kenya. A stratified random sampling technique was used to achieve desired representation. Data was collected using structured questionnaires. To analyze the collected data, descriptive and inferential statistics were used. Statistical software used was SPSS version 20. Regression analysis between legal framework and recruitment and selection revealed a coefficient of determination (R squared) of 0.733, implying that legal framework accounts for 73.3% of the variation in recruitment and selection of employees in Service State Corporation in Kenya. The findings also revealed a positive and significant relationship between legal framework and recruitment and selection in Service State Corporations in Kenya (β=.872, p=.000<.05). The study concludes that legal framework has significant positive influence on recruitment and selection, then proper measured should be put in place on improving legal framework for proper recruitment and selection process to take place. The study recommends that the Kenyan government should enact policies that promote recruitment and selection which would in turn promote employee retention. The policy makers should enact polices that promote talent management aspects in state corporations in Kenya in order to ensure sustainable employee retention a good leadership and competitive advantage. Keywords: Legal Framework, Government policy and practice, Rules and regulations, Acts of parliaments, Recruitment and selection

Skills shortage may hit Australia's post-COVID growth

Significance The closing of internal and external borders in response to COVID-19 has heightened a longstanding skills deficit in key industries, with implications for wage levels, prices and broader economic growth. However, a general increase in immigrant numbers may not provide the skills that are needed. Impacts Labour shortfalls may delay government infrastructure projects that were designed to lead the post-pandemic economic recovery. Foreign investment may be affected by skills shortages in key areas such as mining and metallurgy. Debate on immigration levels could influence voting in the general election that is now likely to be held in April.

A Community of Practice Approach to Planning Water Sensitive Cities in South Africa

As South African cities urbanise alongside climate change, resource constraints, and socio-economic challenges, water sensitive (urban) design (WSD) is slowly gaining traction as a framework to address water security goals and entrench resilience. This article reflects on the progression of WSD in South Africa and discusses the broadening of its initial association with stormwater and physical infrastructure to include critical governance and institutional arrangements and social engagements at the core of a water sensitive transition. The approach is being adapted for the socio-economic challenges particular to South Africa, including basic urban water and sanitation service provision, WSD related skills shortages, a lack of spatial planning support for WSD, and the need for enabling policy. Since 2014, a national WSD Community of Practice (CoP) has been a key driver in entrenching and advancing this approach and ensuring that the necessary stakeholders are involved and sufficiently skilled. The WSD CoP is aimed at promoting an integrative approach to planning water sensitive cities, bridging the gaps between theory and practice and blending the social and physical sciences and silo divisions within local municipalities. Three South African examples are presented to illustrate the role of a CoP approach with social learning aspects that support WSD : (1) the “Pathways to water resilient South African cities” interdisciplinary project which shows the institutional (policy) foundation for the integration of WSD into city water planning and management processes; (2) the Sustainable Drainage Systems training programme in the province of Gauteng which demonstrates a skills audit and training initiative as part of an intergovernmental skills development programme with academic partners; and (3) a working group that is being established between the Institute for Landscape Architecture in South Africa and the South African Institution of Civil Engineering which illustrates the challenges and efforts of key professions working together to build WSD capacity.

The health workforce: central to an effective response to the COVID-19 pandemic in Europe

Background COVID-19 has reinforced the centrality of health workers at the core of a well performing and resilient health system. It has concomitantly exposed the risks of staffing and skills shortages and the importance of protecting the health workforce. This paper focuses on highlighting some of the lessons learnt, challenges and future needs of the health workforce in Europe in the context of COVID-19. Methods We use secondary sources and expert information. Results During the pandemic innovative and flexible approaches were implemented to meet increasing demand for health workers and new skills and responsibilities were adopted over a short period of time. We have seen the rapid adaptation and use of new technologies to deliver care. The pandemic has underlined the importance of valuing, protecting and caring for our health workforce and the need to invest appropriately and adequately in the health workforce to have sufficient, capable and well-motivated health workers. Some of the main challenges that lie ahead of us include the imperative for better investment, to need to improve recruitment and retraining whilst better retaining health workers, a focus on domestic sustainability, redeploying and developing new skills and competences among health workers, enabling more effective multi-professional collaboration and team work, improving the quality of education and training, increasing the public health focus and promoting ethical and sustainable international recruitment of health workers. Conclusions The WHO European Region through its European Programme of Work 2020-2025 is fully committed to support countries in their efforts to continue to respond to COVID-19 and whilst addressing upcoming health workforce challenges.

State and Contradictions on Skills Development in Nigeria

This paper advances the scholarly position that skills development is imperative for Nigeria in an era of intense globalization. It argues that skills development is the key for Nigeria’s socio-economic development, considering the country’s political-economic history, current social, economic, cultural, environmental, and health problems it faces and the demands of a fast-globalizing world. However, its central concern is that successive Nigerian governments have been rhetorical about developing skills. The country is not lacking policy, legal and institutional frameworks on skills development; yet skills shortages abound. The paper explores the concept of skills development, its relevance in the age of globalization; the role of the State in skills development, and the contradictions which have played out in the performance of this role, using Nigeria as a case study. It also provides answers to the following critical questions: Why has the issue of skills development become problematic in Nigeria despite the country’s rich natural, material, and human resources? And what are the contradictions that could be identified in national aspirations on skills development? The paper is based on qualitative research, and the researchers undertake a critical analysis of literature on the subject matter. A connection is established between skills development and the issue of governance in Nigeria in a conceptual framework for analysis.

Skill Mismatch Assessment: Example of Software Industry in Bosnia and Herzegovina

Concept of skill mismatch is very broad and can be measured using a variety of indicators. It is used to describe so-called vertical mismatches (over-education, under-education, excessive or insufficient training), skills gaps, skills shortages, enrolment policy or ‘horizontal’ mismatches and skills obsolescence. In this paper we are analyzing skill mismatch gaps and skills shortages in software industry in Bosnia and Herzegovina using firm level assessment. The research results provide clear evidence for severe skill shortages facing IT companies in Bosnia and Herzegovina. Inadequate tertiary education enrolment policy results in numerous vacancies in software industry, especially for developer’s positions. The evidence of skills gaps are also found. Primarily as a result of inadequate curricula in higher education institutions. The problem of skill gaps is most prominent referring professional (technical) skills, but also some ‘soft’ skills, such as the ability to work with clients, communication skills, problem detection and solving, etc. In a broad group of professional (technical) skills the biggest gaps are found in a sub-group related to fundamental knowledge of programming languages and IT systems, and sub-group related to experience in working with complementary tools and project management. In a way this was expected having in mind the stage of development of software industry in Bosnia and Herzegovina. Identified skill gaps and skill shortages are somewhat lower for non-IT employees. Based on the research findings several policy options are discussed.

Is the human resources management qualification required? An observation of human resources executives in Singapore and Macau integrated resorts and hotels

Purpose This study aims to examine the human resources (HR) knowledge and cross-cultural and interpersonal skills needed by HR managers/directors to administer the integrated resort and hotel (IR&H) organizational talent. Design/methodology/approach This paper uses a qualitative method in the form of extensive interviews. Findings The labor-intensive nature of the IR&Hs have forced these organizations to be innovative in terms of retaining their top talents and to look overseas for foreign workers to ensure smooth operations. Research limitations/implications The research is limited to two Asian geographies and the high regulatory nature of the industry correspondingly limits the number of HR executives in operation within IR&Hs. Practical implications This paper provides insights for current and future Asian-based IR&Hs policy planners and HR managers. Social implications The paper provides an understanding of national and organizational skills shortages and their impact upon work and workers. Originality/value No previous comparative research in relation to Singapore and Macau has been conducted.