PROPOSED STRATEGY TO MANAGE DIGITAL TALENT GAP FOR DATA SCIENTIST DIVISION
The world of business has changed rapidly. Technological advances have been achieved and each company strives to recruit applicants who are most technically advanced. This is because the way of doing business needs to change. PT Telkom adjusted itself by forming a data scientist division (DSC) in...
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| Format: | Theses |
| Language: | Indonesia |
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| Online Access: | https://digilib.itb.ac.id/gdl/view/53024 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | The world of business has changed rapidly. Technological advances have been
achieved and each company strives to recruit applicants who are most technically
advanced. This is because the way of doing business needs to change. PT Telkom
adjusted itself by forming a data scientist division (DSC) in 2015. DSC is a division
that functions to generate big data requests and analytical solutions across internal
and external Telkom.
The digital talent gap is a global problem. Digital talent faces challenges in filling
roles arising from the changes needed. DSC is also experiencing the digital talent
gap. The high speed with the changing nature of the work has resulted in the
emergence of overlaps in running projects. This is considered risky in skill
development for digital talents who rarely get projects. Digital talent who gets too
many projects will get an excessive workload. DSC has digital talent that needs a
strategy to narrow the digital talent gap.
In developing a strategy to narrow the digital talent gap, the first thing to do is to
collecting data through in-depth interviews with DSC manager. Identification of
business needs is carried out by collecting data related to what DSC is currently
doing and DSC's needs in narrowing the digital talent gap. The data is then
combined with existing theory to conclude the condition of the DSC and can
identify the gaps in digital talent that exist in DSC.
The results of this study were the discovery of 4 activities that were identified as
having an effect on the digital talent gap, namely the recruitment process, digital
roles, digital talent competencies, and Jira development tools. Strategies to attract,
develop, and retain digital talent can be done by focusing on activities that can affect
the digital talent gap. When activities are carried out systematically, it can impact
the gap in digital talent and DSC. |
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