HR’s Struggle for Implementation of Big Data & HR Metrics

big data implementation challenges

While some companies are in dilemma of implementing big data, others are leaping into big data with a vengeance. HR executives already have enough on their plate, now the arrival of Big Data and disruptive HR tools scares them off. To overcome the big data implementation challenges require customised approach as there is no one-size-fits-all solution.

Nonetheless, the derailment of effectuating a plan of Big Data implementation, curtails from the mere fact that those organisations do not have the knowledge or resource to develop and implement the big data strategy on their own.

How big data does fit in Human Resource?

In HR, big data refers to the use of several data sources available to an organisation, including modern tools – such as cloud-based services, advanced analytics platforms and visualisation tools. Big data in HR metrics used to assess and improve practices including, talent acquisition, retention, and overall organisation performance.

It empowers the HR managers to analyse the tonnes of unstructured and structured data to answer significant questions concerning predictors of workforce attrition, workforce productivity, succession planning and impact of training programs on organisation performance.

Big data implementation challenges

big data implementation challenges
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Challenge #1 – Hadoop is tough

In one of the survey, “73% of respondents agreed that understanding the big data platform was the most noteworthy challenge of a big data project”.

Since the technology is comparatively new, several data professionals are not acquainted with how to manage Hadoop (concerning HR metrics).

Solution – Increase the internal resources to maintain and train IT employees on advanced Hadoop courses.

Challenge #2 – Data Quality

Data warehouse is essential because data is coming from several different sources from all facets of the organisation. Keeping the every piece of data in its original form is affecting the data quality. Every year dirty data costs organisations $600 billion.

Some common reasons affecting the data quality includes incorrect data linking, duplicate data and input errors.

Solution – Being meticulous at cleaning and maintaining data and big data algorithms can be used to improve the data quality.

Challenge 3 # – Scalability

Most organisation fail to predict how quickly big data project can grow and evolve. However, it is crucial to be able to scale up and down on-demand with big data. Moreover, big data workloads tend to be a rupture, making it challenging to calculate where resources should be allocated.

Solution – As compared to on-premise solution implementation of HR analytics & big data plan on the cloud will scale much faster and easier.

Challenge #4 – Security

Another prominent big data implementation challenge is keeping that vast data sets secure. Particular hardships include:

  • Restricting access based on user’s requirement.
  • User authentication for every team member and team accessing the data.
  • Proper use of encryption on data at rest and in transit.
  • Meeting compliance regulations.

Solution – Do not overlook the primary security measures, warrant that encryption integrates with access control and ensure proper enforcement and training.

Recommended big data implementation approach

Step 1 – Secure Executive level sponsorship

Big Data projects take the time to scope. Therefore, it needs to be proposed and fleshed out. Without the dedicated project team and executive support, there are fair chances it will fail.

Step 2 – Amplify rather than re-build

At this phase, try to receive approval to assess a few options until organisation settle on most appropriate technology for their HR metrics requirements. Therefore, one must start with existing data warehouses because here the challenge is – “ascertain and prioritise additional data sources and then identify the precise hub-and-spoke technology”.

Step 3 – Make value to the patron priority

Once an enterprise has acknowledged and prioritised the data sources. Now start connecting them to the requirements of the customer base.

Step 4 – First run a swift structure and increase over time

Start working on the incremental releases and integrate new data centres one at a time after establishing project team and priorities. Such approach will let organisation understand how to use data effectively to influence actions throughout the enterprise.

Step 5 – Connect customer data

Push data-driven decision throughout the enterprise – from the development of the product to pricing, packaging and promotion. Remember, each new set data represents prospect to change the way company deliver services and products.

Step 6 – Develop repeatable process and action trails

Avoid “data paralysis” while taking a thoughtful methodology for integrating into data sets. Evaluate the responses from the learnings by asking team members what can be gained by adding data set. Do not just create another factoid devoid of a link to the product or the customer. Just clear the path for implementation with the organisation.

Step 7 – Trial, Quantify and Learn

Test the assumptions with each data set. If a company is using the big data appropriately, one can determine the most optimised solution to overcome big data implementation challenges right from recruitment to performance management to succession planning.

Step 8 – Map the data sets to the customer life cycle

At each stage of customer life cycle, begin mapping big data by asking following questions:

– How do customers discover new products or services?

– Can organisation connect that action to their advertising activities?

These 8 steps are primarily involved in the implementation of big data plan.

The mentioned above big data implementation challenges occur at all levels. Therefore, prior initiating the deployment of big data in HR metrics should be thoroughly thought out.

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Where and How Big Data Fits in Human Resource?

hr big data analytics

With the advent of big data, HR is primed to become a right strategic and more evidence-based business partner to senior leadership. Today, big data analytics and HR work as “one” providing an opportunity for businesses to make the most rigorously evidence-based workforce management decisions ever.

Big data not just fuelled hiring but solidify the HR’s reputation as a strategic business partner that makes evidence-based, analytics-driven decisions – especially when it comes to talent. It means speeding up the hiring process, improving sourcing and selection and reducing the cost. All of which equate to substantial competitive advantages.

HR Big Data Analytics – Two parts of one equation

The approach of data as a prediction business tool is not novel or new, but the sophistication and intensity of which it is now being used are quite new. The role of big data analytics in HR and L&D is of utmost importance because it empowers the connections and conversations. It offers a new set of insights, around the complex and profound organisational issues including, change, culture and learning. HR big data analytics help businesses to optimise the way in which they deliver and scrutinise the transactional elements of Human Capital Management.

What is big data?

Big data is exceptionally large sets of data that may be evaluated computationally to reveal trends, patterns and associations, especially relating to human interactions and behaviour.

However, HR Big data analytics primarily defines the analytic techniques operating on big data. Rather relying on intuition, decisions are made by massive amount of current and historical data, emerging technologies and statistical analysis.

Why is big data needed in HR?

By using the HR big data analytics solutions, businesses can analyse the vast amount of data in minutes and seconds. It helps them to reveal previously hidden sentiments, patterns and workforce intelligence.  The accuracy and speed of insight delivered to any device including tablets and smartphones. It implies that organisations are now in a position to make better, faster decisions.

Here are some statistics to give some idea of the scale of change that organisations can expect with the arrival of big data:

– By 2018 it is estimated that 64,00 organizations with a workforce of 100 or more will implement the HR big data analytics.

– AS compared to last year; there is a significant increase of 38 percent of companies correlating business impact to HR technology.

The HR Big Data Analytics – Challenges Ahead

hr big data analytics

When enterprises seek to develop HR big data analytics perspective, they experience some challenges. The first and foremost is laying their hand on the data they need – which is refined, systematic and reliable.

According to industry speculators, such data falls into following 3 categories:

  1. People data. Including skills, demographics, engagement and rewards, etc.
  2. Performance data. Data captured from the use of instruments including, goal attainment, 360 assessment, and succession and talent programs.
  3. Program data. The data collected in the form of participation in programs, attendance and adoption ranging from talent management to leadership programs, training and development to key projects and assignments.

The Problem.

Here the challenge is this much data is often long-winded and difficult to access. The problem arises due to two reasons – systems and structures.

1. Structural barriers

It primarily indicates the issue among relevant people, HR functions and performance operations. The problem is augmented when separate HR teams are operating across the business units. For instance, in conglomerate companies, data often become the glue which links together the vast purpose and mission.

The ideal solution is to share data and turn it into valid insight as a business improvement tool.

2. System barriers

The existence of poorly integrated and incompatible systems is another major issue among organizations which is holding them back. Most companies are operating under such HR systems which cannot talk to each other.

Also, there is a concern of security. Sometimes, the smooth flow of information access is hampered by authorisation problems which distort everything from critical information to social media access.

Above all, database and IT skills can be perceived as a challenge for most organizations. Today, the advent of transformational HR tools and systems demands the ability – to program often prerequisite and to use database query languages to run some fairly basic data enquiries. Now, it can provide skill problems every so often necessitating the resourcing of “extra capability”.

To tackle the issue, it is imperative for organisations to have integrated IT and HR systems which enable the data to be stored consistently. Also, empower people to access the data with appropriate protections for integrity.

Also, organizations must also select right tools for allocating access and analysis. These tools must be integrated with wider systems.

Where the big data analytics fits in the human resource?

When HR is concerned, big data is a big deal. It empowers human resources and employers to make more informed decisions. Now, let’s take a look at where big data analytics fits in HR or other words how HR can leverage the “big data” to simplify their workflow.

1. Talent

Quickly and precisely forecast “Who”. With sufficient data, you can easily predict who going to be high performers and high achievers among new hires. It implies that you will quick in deciding if they should be shifted to fast-track programs.

2. Turnover

Attrition is the nightmare for most of the organizations, today especially when workforce size is becoming millennials dominant. With HR big data analytics you can forecast the risk of the most turnover based – which positions, which units, and which functions. Moreover, you can reduce the loss by modelling the scenario in advance.

3. Risk

Leverage the HR big data analytics to run the simulations on which candidates are likely to experience the drop in their performance. Also, create realistic profiles of which candidates are at risk of leaving prematurely and when.

4. Retention

Similar to attrition, retention is something that needs everyday innovation. Here again, big data analytics can help you to determine what resources should be targeted and allocated regarding retention activities.

5. Future-ready

HR big data analytics also enable you to model the various changes that an enterprise may experience from political to global level. And, what the impact of talent sourcing, hiring, engagement, performance management and retention could be.

When is the right time to embrace the HR big data analytics in your organization?

We already know that when it comes to HR technology, “no-one-size-fits-all”. Similarly, not all organizations are ready to adopt the big data analytics yet.

Here are handful questions that must be answered which help you decide better whether you should consider the HR and big data mix within your organization or not.

– There is a business problem to be solved.

– The CEO (business leader) wants it.

– Regulators demand it.

– Investors are interested in it.

– We can use it to cut more cost from HR.

– The cutting edge technology is here, so let’s use it.

As a business leader, you need to evaluate your reasons as mentioned above wisely and present a convincing statement why you need to implement the HR big data analytics within your organization.

Adoption of HR Big Data Analytics Demands Transformational and Tactical Approaches

If data driven and people analytics strategies are to take off, they should be pushed as transformational projects with day-to-day management and total enthusiasm.

Tactical Approaches

– Make stories from the collected and derived statistics.

– Tap and map the skills necessary. Leverage the talent to develop aligned analyst.

– Attract more capability from areas such as economics, psychology and anthropology.

Transformational approaches

– Move it up to the HR capability plan.

– Make HR big data analytics a continuous transformational development

– Emphasis it on the main business priorities

Today, big data analytics is the key part of the business conversation. Hence, HR professionals need to fully embrace the challenge of workforce analytics and meet the looming challenge of big data. To successfully achieve a business goal it is mandatory for organizations first to understand how and where big data analytics fits in their HR.


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The Impact Of Big Data On Social Recruiting


With the evolution of technology, the overall recruitment scenario also witnessed a transformation.  While the hard copy of a resume still exists, technology has far replaced the hiring processes globally. Day in and day out, recruiters are resorting to innovative hiring solutions to tap the best candidates. While new resources like social recruiting have been creating ripples, likewise, technologies such as big data analytics have also been reshaping the overall process of recruitment.

And now, big data analytics is the latest trend that has been creating an uproar in the recruitment industry. Its rising demand is now bringing in the world of social media and big data analytics much closer than before.

Social recruiting metrics soon moving to an exact science, but they are not quite there, yet. Companies concerned with their human capital gains are relying more on big data from social recruitment campaigns to make critical hiring decisions.

The expanse of user-generated data available on social media networks is surprising, as is its growth rate. The information contained on social media platforms is full of prized insights and harnessing those insights productively entails the use of big data expertise.

Social Recruiting
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On the other hand, big data offers tools that can be leveraged across several industries to analyze, gather and structure the data generated on social media. These days, social media is making an increased use of big data to help organizations tap talent and identify the best candidates for job vacancies. It goes without saying that big data is the future of recruiting.

Why syndicate big data and social recruiting?

It’s simple. If big data and social media recruitment are combined, they work wonders for the company regarding identifying and tapping the best of talent possible. For example, Xerox used big data tools in engaging and hiring, and reduced attrition rates at its call centers (which are infamous for high turnover) by 20%. Researchers have proven that social media recruitment is immensely popular in Western Europe with as much as 64% of job seekers dispensing resumes online.

How does the syndication work?

While there is no particular formula, data mining often begins with leveraging information through social media sites, combing sites like Facebook, LinkedIn, and Twitter for details that specify possible job candidates. This way, big data processes information gained this way along with data gathered from various sources such as resumes, applications and sometimes even scanned business cards.

The impact of Big Data on Social Recruiting

Social media data still continues to be unstructured, and it is primarily this aspect that makes it difficult to analyse, yet makes it an interesting facet of the same. To meet those ROI needs, we demand to turn social media into actionable data or we may end up harming the brand instead of helping it. The analysis is much more than just manipulating data.

Big data analytics can contribute in simplifying the process of recruitment in companies by screening resumes and candidates. Think about all the HR transactional data that is now in its digital form. Companies implementing big data will have information about candidates from the time they start checking the company’s career page till hitting the save button at the exit interview. This is an example of the 95% that we will be able to structure and analyse with big data tools.

The assimilation of social recruiting and big data analytics will make sure that social media analytics experts will have to elevate their technology competency.

Does Big Data Still Need the Human Touch?

Well, the answer to this question is definitely a yes. It is said because, no matter how refined the algorithms may be, they cannot do the job well alone. No matter how efficiently huge masses of data are created and analysed, the human touch is still essential who know how to interpret the information generated by the algorithms.

While big data tools are phenomenally powerful, their full potential can be realized only when put to use by people with excellent expertise.

The ultimate goal of big data in social recruiting

If an algorithm can be designed that matches the current candidate’s skills and background with what is needed for the available job, then companies will have an easier time recruiting. For this is to be executed, the productivity of current employees needs to be tracked. These include their job logs and their social media activity. This will turn out to be an excellent way to analyses and sort the corporate culture at the company when filling job openings.

Big data provides recruiters with the power of technology to work and examine an exponentially larger pool of data than that has been available anywhere before. Clubbed with social media enrolling proficiency, big data allows social hiring experts to make more accurate, evidence-based selections more quickly. Needless to say that such a move can confer a very real competitive benefit for hiring companies that too when competition for attracting top talent shoots up like anything.

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17 Fascinating Big Data Facts & Predictions


A growing number of companies are waking up to the significance of data as a strategic resource. They know, Big Data drives big benefits.

There is no deny that big data is swiftly becoming one of the driving forces behind the global economy. A vast number of untold nuggets of information and facts that could startle even big data’s most fervent followers.

Let’s take a look at some of the enthralling Big Data facts below:

1. The amount of data is rising exponentially. At the lowest 2.5 quintillion bytes of data is produced every day.

2. Much of the world’s Big Data is created as metadata from GPS traffic and users’ smartphone.

3. Today, more than 70% of the Digital Universe is set up by the individuals, not organizations.

4. The largest ‘big data’ company in the world is Google that processes 3.5 billion requests per day.

5. Amazon host their estimate 1,000,000,000 GB (Gigabytes) of data across more than 1,400,000 servers.

6. Every second about 1.7 megabytes of new information will be generated for every human being around the globe.

7. We are keen-sighted an enormous growth in the photo and video data, where every minute up to 300 hours of videos are uploaded to YouTube alone.

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8. By 2020, we will devise over 6.1 billion smartphone users worldwide.

9. In the year 2015, a confounding 1 trillion photos will be taken, and billions of them will be shared online.

10. In 5 years there will be over 50 billion smart devices connected on the planet, all technologically advanced to gather, analyze and share data.

11. 35 Zettabytes of data generated annually by the year 2020.

12. 2.7 Zettabyte data exist in the digital universe.

13. 5 Exabytes of data produced in every two days.

14. Every hour the data transferred over the Internet, if saved on DVDs, would generate a pile of DVDs Ninety-five times the height of Mount Everest.

15. More than 257 billion emails are sent on a daily basis.

16. According to the Dice, Job postings for NoSQL experts were improved to 54% over a year, and those for “big data talent” ascended 46%. Similarly, postings for Python and Hadoop pros were up 16%and 43%.

17. In the enterprise, data volume is going to grow 50 times between now and 2020.

Big data is not another big idea for tomorrow. At this very instant, it is fundamentally shifting how companies manage operations, serve clients and define their business models.

Amid the propagation of real-time data from sources including, social media, mobile devices, sensors, the web, transactional applications and log files, big data has found a host of vertical market applications from scientific R&D to fraud detection to workforce analytics.

Hope you enjoyed reading the blog, share your valuable views at @CareerBuilderIN



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How does Big Data Relate To Recruiting?

How does Big Data Analytics Relate To Recruiting

Talent analytics has crossed the threshold in the recruitment industry and is enhancing and diversifying HR Leaders ability to benchmark. Employers can now scrutinize through real-time data (HR analytics) to pinpoint where their company may be lagging behind and how they are succeeding in recruitment. This sort of information, across all sectors, is unparalleled in the benefit it offers to HR leaders when drafting compensatory packages aimed to attract top talent.

Before we dive into the recruiting phase of big data, we should comprehend what is it from a wider point of view.

How does Big Data Relate to Recruiting?

According to the industry experts, Big Data and Recruitment are summarized into 3 Vs – Variety, Volume and Velocity.

– VARIETY.  Combining candidate’s social media channels and open source code information will give you a complete, meaningful look at the candidate.

– VOLUME. To get the clearer picture of the best candidates for an open position, it’s imperative to apply big data to recruiting (specifically for tech positions). This may involve looking at candidate’s publicly available information.

– VELOCITY. To create a comprehensive picture of the prospect, it is needed to switch between candidate’s work portfolio and social stream.

Big data recruiting is not just a smart tool for locating excellent candidate pool before your competitors do; it can also assist you to engage more fruitfully and more personally with top talent.

Top 3 Ways To Use Big Data (HR Analytics) To Recruit Top Talent

Use of Big Data Analytics in Recruiting

As Human Resource is becoming more data-driven, this depth of information with big data analytics casts light on all new avenue for organizations, empowering them to predict performance, conduct advanced workforce planning and make informed talent decisions.

1. Information overload

The volume of information that HR analytics offer can seem overwhelming, therefore optimizing functionality will be critical to your benchmarking process.

Take the advantage of following features to go beyond big picture of data analysis and build a talent pipeline:

–    Web Scrapping

–    Predictive Talent Analytics, and

–    Behavior Analytics

These features grant you the knowledge and power to forecast how talent will eventually move within organization, where talent can be tapped and who will leave (and when).

2. New Technologies Generates More Concise Data

In Human Capital Management, the cloud-based platforms function as an intelligence engine. These new HR technologies both categorize and analyze a wide array of data streams. Management teams can leverage this information to answer quickly the questions like, who is most likely to leave based on compensation or commuting distance, all relative to benchmarking data.

The insights garnered can also lead to zones that need improvement, for instance, benefits and compensation packages are lacking and could be accustomed.

3. HR Analytics is asking you to Act Now

There is a staggering disconnect between the organizations that use any type of HR analytics and the organizations that are still waiting for the right time to use big data recruiting strategies.

Apparently, employers understand that analytics will drive benchmarking in their respective sectors, but these same enterprises feel unprepared and unsure to embrace this change. These problems and dilemmas stem not only from hesitations about new technology but also to analyse and assess this data to its full capacity.

Keep reading and sharing your valuable feedback at @CareerBuilderIN 

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When should an organization move to Big Data? : Beating HR Challenges Part 2


When is the right time? Or, is there any right time to move to big data? Well, this question was asked by the HR manager from one of the IT companies during TAC 2015 hosted by People Matters in partnership with Career Builder India.


There is a much fuss around Big Data, and not just one but 80% of the recruiters/ HR professionals have concerns regarding analyzing or use of big data. “Only 4% of companies are ready and using Big Data precisely,” quotes Premlesh Machama –Managing Director – India, Career Builder from a recent survey.

Many consider Big Data as a myth; however Analytics cannot be neglected as it is real. Big data is all about knowing your customer/ candidate. On one hand where resume talks about what candidates have told, big data talks about what they have not told. So it helps you not just take the right decision at the right time but help in predicting future as well.

Big Data helps the recruiters to hire with right insights. It helps you to predict about candidate’s stay in a company and be prepared with the replacement.

Mr. Machama shares an example that, “During our grandparents time, average shelf life of an employee in one company was 50 years. Today, this has reduced to 27 months. He says, most of the candidates start looking for a change between 12 months – 18 months.” So, this is where big data would help you to be predictive and be prepared for the replacement.

Organizations need to analyze impact of not using big data. Is it hurting by not subscribing to big data? There has to be some negative impact. Let’s alter the question a bit. What are the challenges in using Big Data? Its answer is important because probably that is why organizations are still thinking about its implementation.

So, broadly, there are two reasons behind this. One: It is expensive to maintain & implement and secondly, one need expert analyzers to analyze it.

Solution: Every product/ technology has a life cycle. So given down the line, there would be affordable tools, but till that time one has to start working on the change in approach. Behavior needs to be worked upon to get prepared to use product and adapt to it when it gets affordable. We are just few years away from there. This is a huge mindset change and cannot happen overnight. So start preparing today.

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Tweet Chat to Unclutter your Doubts on Big Data

Tweet chat on big data
big data infographics
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Every second in a day makes Big Data grow. Why is it so much hyped about? And numerous such questions are still a mystery for many of us. Your mind might be cluttered with ample of such unanswered or complicated concepts related the data analysis. In that case, are you able to make the best of data creation? I doubt!

There is a much fuss around, and not just one but 80% of the recruiters/ HR professionals have concerns regarding analyzing or use of big data. “Only 4% of companies are ready and using Big Data precisely,” quotes Premlesh Machama –Managing Director – India, Career Builder from a recent survey.

Many consider this as a myth; however Analytics cannot be neglected as it is real. On one hand where resume talks about what candidates have told, big data talks about what they have not told. So it helps you not just take the right decision at the right time but help in predicting future as well.

Big Data helps the recruiters to hire with right insights. It helps you to predict about candidate’s stay in a company and be prepared with the replacement.

Well, you need not to atleast live with doubts on data analytics in recruitment and HR any more, as CareerBuilder India is hosting a TweetChat to help you get all the answers.

<h2>TweetChat on Big Data in HR</h2>

Tweetchat on Big Data

You may question anything related to big data in HR, be it the basic ones like What is big data?”, “How is big data analyzed?”, “How do I learn about big data?”, “What is the next big thing after big data?”, “What are some of the mind-blowing facts ?”, “What are the Top 10 Problems?”, “What opportunities will be most profitable?”, “What is it like to do research?”

Follow us & start tweeting your questions using #AskCBIndia on our official Twitter channel @CareerBuilderIN

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All you need to know about Big Data: In Conversation with Gaurav Vohra, CEO of Jigsaw Academy

Career in Data Analytics, Big Data

Can you firstly explain the concept of Big Data

Big Data is definitely one of the more fascinating evolutions of the 21st century in the world of IT. It is the term used for a collection of data from traditional and untraditional sources, so large and complex that it becomes difficult to process using on-hand database management tools or traditional data processing applications. When we talk about the concept of “data creation & analysis” today, we mean insights that have the potential to transform businesses, gleaned from data that is humungous (Volume), moves too fast or exceeds current processing capacity (Velocity) and comes from varied sources in varied formats (Variety). Data technologies are the tools and processes businesses may use to handle and analyse this huge and complex data.


Career in Data Analytics, Big Data


How exactly can Big Data help businesses?

Big Data has opened up tremendous opportunities and provides business with new and interesting solutions to deal with social, economic and business problems. It is a huge untapped source of profit that can help you stay ahead of competition. Today organizations are using Big Data to make smarter, faster and more impactful decisions by focusing on value generating efforts and capabilities. An effective strategy integrates and services various business functions and helps increase revenues, reduce risks, and bring down costs. Just having Big Data is not a sufficient criterion for success however; enterprises also need to implement analytics effectively, in order to be able to garner insights that help improve profitability.

Some famous names, who have used Big Data successfully are Amazon, Alibaba, Google, Twitter, Facebook and LinkedIn – these companies are the pioneers and have hugely impacted their profits using data analysis.  But volumes of data are relative and there are also smaller companies that have just as effectively used Big Data technologies to gain insights and improve profitability.

Let’s talk about the Big Data skill gap

Business everywhere and of all kinds are rushing to be a part of the data creation wagon. They are all desperately looking out for the right talent with relevant IT expertise and deep analytical skills. According to information technology research and advisory firm Gartner, Big Data will create more than 4.4 million jobs by 2015. However at present there are just not enough skilled professionals to fill up these jobs and businesses are currently short of experts who can work with Big Data tools and technologies, and make sense of unstructured data flowing from mobile devices, sensors, social media and other sources. Businesses are willing to pay well to hire and retain good Big Data talent. Infact according to Jigsaw Academy’s 2014 Salary Report of the industry, average salaries for Big Data professionals with Hadoop skills was Rs 13 hundred thousand per annum. So really, here  is a great career opportunity for those who are interested in the field.

What are the skills one needs to build a career in Big Data?

Well simply put, a Big Data professional would need a combination of technical programming skills, hands on experience with Analytical tools such as statistics, modeling techniques and econometrics and excellent presentation skills. The most commonly used languages are Java, Python, C#, and R which implements MapReduce queries on big databases such as Hadoop, HBase, Cassandra, and MongoDB, and one would need to build expertise on all these. However Hadoop, R and MongoDB are the most popular and so it may be a good idea to begin by learning these first.

While technical skills are important, one also needs a keen analytic and business sense. A Big Data specialist needs to be able to define profitable business objectives and put the analysis in a perspective that will help and enable stakeholders to make smarter decisions.

Where does Jigsaw Academy see itself in this booming Big Data universe?

We at Jigsaw academy passionately believe in the potential of Big Data. Sarita, my co founder and I have worked in varied industries, across multiple roles for the last twenty years and have brought our expertise and experience together, to form Jigsaw, with the aim of delivering skilled data analysts and Big Data specialists to the industry . We believe that the future of analytics and Big Data is tremendous, and we see Jigsaw Academy as playing a crucial role in identifying and nurturing analytic and Big Data talent worldwide, so that the skill gap reduces. We do this using an online learning platform that allows for flexibility, is lighter on the pocket and that delivers a seamless learning experience for our students. We take pride in sourcing and delivering our content from industry experts across the globe, while focusing on a hands on learning experience. We also share our knowledge and expertise freely with the public through our blog, our free ebooks and reports and many other resources. You can call us data evangelists!

At present we have partnered with Wiley to offer a Globally recognized certification in Big Data & Hadoop. The course covers the Hadoop Distributed System and popular technologies, while at the same time gives students hands-on exposure to industry relevant tools. At the end of the course they will be able to analyze Big Data using Hive, Pig and Impala, implement MapReduce Programs using R and build Tableau Reports and Visualizations.

Here are links to two videos which are a part of this course. The first video will give all of you interested in Big Data an understanding of what it is, what are it’s advantages and sources. The second video explains the structuring and important elements of data creation and analysis.



We really believe in Big Data and know that the industry will evolve and explode much further than we can imagine. We want to be there for that journey, in the thick of it all, always providing the latest industry relevant training, closing the skill gap, one Jigsawite at a time.



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