Defining your Data Talent Strategy

How do you define your Data Talent Strategy? Securing and retaining critical resources is one the greatest challenges of the 21st century; the #data era. 

You need to ask yourself, do you have the right stakeholders in the room when determining: 

1. What technical skills your team requires; 

2. The availability of those skills in the local market;

3. The OPEX of the existing team and future capabilities;

4. The salary bench-marking of scarce skilled resources relative to the organisation; 

5. How to assess future resources; 

6. How to up-skill existing resources to leverage off an incredibly valuable knowledge base in your business, whilst showing your existing employees that they are valued;

7. Methods for retaining your current employees (what are their motivators?); and 

8. Ensuring your team are the CREAM OF THE CROP? 

To define and implement the right Data Talent Strategy you need to leverage not only your technical team to determine technical requirements, but to best utilise supporting Talent and HR Functions! 

@Business - If you spend that little bit of extra time educating Talent on the what the team does technically, they could become one of your greatest assets. This means breaking down the data process, the data strategy and how data is integral to the future of the business. This can even mean getting your developers, engineers or data scientists to sit down with the Talent Team to discuss what they do on a daily basis. Make it real!!

@Talent Team - if you ensure you understand your business, then you are building a real partnership. It is not just about plugging a hole; it's about finding the best technical talent and organisational fit possible! You can only do that if you really understand your business.

#BigData #ArtificalIntelligence #MachineLearning #Disruption #DataScience #DataEngineering #DataAnalytics