Identification and Comparative Analysis of the Skills Structure of the Data Analyst Profession in Russia

Skhvediani, Angi; Sosnovskikh, Sergey; Rudskaya, Irina; Kudryavtseva, Tatiana

doi:10.2139/ssrn.3868540

Cited by 3 publications

(8 citation statements)

References 33 publications

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“…Taking into account the most accurate combinations of competencies related to occupational skill sets, I can also outline “Agile”, “Scrum”, “Organizational Skills”, “Presentation Skills”, and “Analytical Skills”. Generally, these results do not contradict the existing research ( Chaibate et al, 2019 ; Matturro, 2013 ; Steinmann, Voigt & Schaeffler, 2013 ; Daneva, Wang & Hoener, 2017 ; Giabelli et al, 2020 ; Hiranrat & Harncharnchai, 2018 ; Skhvediani et al, 2021 ; Papoutsoglou, Mittas & Angelis, 2017 ; Wu, Shi & Yang, 2017 ; Gurcan & Cagiltay, 2019 ; Ahmed, Capretz & Campbell, 2012 ). Actually, I can again pose the regional specificity of in-demand non-technical skills.…”

Section: Discussionsupporting

confidence: 61%

“…In the study, I overcome several limitations which stated in related research: narrow data period, small sample size, use of mono-language ads, selection bias ( Pejic-Bach et al, 2020 ; Brooks, Greer & Morris, 2018 ; Skhvediani et al, 2021 ; Papoutsoglou, Mittas & Angelis, 2017 ; Cao et al, 2021 ). However, data structure limitations should be considered.…”

Section: Discussionmentioning

confidence: 99%

“…Secondly, data entries categorization, annotation, and labeling ( Florea & Stray, 2018 ; De Mauro et al, 2018 ; Skhvediani et al, 2021 ; Brooks, Greer & Morris, 2018 ; Wowczko, 2015 ; Fareri et al, 2020 ; Papoutsoglou, Mittas & Angelis, 2017 ; Verma et al, 2019 ). Authors tokenize textual data and use contiguous sequences of n words ( n -grams).…”

Section: Related Workmentioning

confidence: 99%

“…Another group of papers provides separation in two ways. Firstly, authors use manual mark-up and ready skill bases before the stage of skill sets detection ( Cao et al, 2021 ; Hoang et al, 2018 ; Skhvediani et al, 2021 ; Papoutsoglou, Mittas & Angelis, 2017 ; Hiranrat & Harncharnchai, 2018 ; Cegielski & Jones-Farmer, 2016 ). Secondly, researchers obtain “soft” skills mapping using domain experts correction after classifying or clustering job advertisements ( Colombo, Mercorio & Mezzanzanica, 2019 ; Litecky, Igou & Aken, 2012 ; Gardiner et al, 2018 ; Brooks, Greer & Morris, 2018 ; Hussain, Clear & MacDonell, 2017 ; Sodhi & Son, 2010 ; Gurcan & Cagiltay, 2019 ; Radovilsky et al, 2018 ; Giabelli et al, 2020 ; Wu, Shi & Yang, 2017 ).…”

Section: Related Workmentioning

confidence: 99%

“…The other group of related works uses manually obtained expert-based keywords and content analysis or classifying vacancies and identifying the most frequent skills ( Bensberg, Buscher & Czarnecki, 2019 ; Fareri et al, 2020 ; Gardiner et al, 2018 ; Ahmed, Capretz & Campbell, 2012 ; Florea & Stray, 2018 ; Cegielski & Jones-Farmer, 2016 ; Hussain, Clear & MacDonell, 2017 ; Matturro, 2013 ; Daneva, Wang & Hoener, 2017 ; Chaibate et al, 2019 ; Steinmann, Voigt & Schaeffler, 2013 ; Sodhi & Son, 2010 ; Verma et al, 2019 ; Skhvediani et al, 2021 ; Wowczko, 2015 ). The authors examine digital-oriented vacancies and structure competencies on a qualitative basis.…”

Section: Related Workmentioning

confidence: 99%

See 4 more Smart Citations

Soft and hard skills identification: insights from IT job advertisements in the CIS region

Ternikov

2022

PeerJ Computer Science

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Labor market transformations significantly affect the sphere of information technologies (IT) introducing new instruments, architectures, and frameworks. Employers operate with new knowledge domains which demand specific competencies from workers including combinations of both technical (“hard”) and non-technical (“soft”) skills. The educational system is now required to provide the alumni with up-to-date skill sets covering the latest labor market trends. However, there is a big concern about the self-adaptation of educational programs for meeting the companies’ needs. Accordingly, frequent changes in job position requirements call for the tool for in-time categorization of vacancies and skills extraction. This study aims to show the demand for skills in the IT sphere in the Commonwealth of Independent States (CIS) region and discover the mapping between required skill sets and job occupations. The proposed methodology for skills identification uses natural language processing, hierarchical clustering, and association mining techniques. The results reveal explicit information about the combinations of “soft” and “hard” skills required for different professional groups. These findings provide valuable insights for supporting educational organizations, human resource (HR) specialists, and state labor authorities in the renewal of existing knowledge about skill sets for IT professionals. In addition, the provided methodology for labor market monitoring has a high potential to ensure effective matching of employees.

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Section: Discussionsupporting

confidence: 61%

Section: Discussionmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

Section: Related Workmentioning

confidence: 99%

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Soft and hard skills identification: insights from IT job advertisements in the CIS region

Ternikov

2022

PeerJ Computer Science

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Development of a Chat Bot Algorithm to Improve the Efficiency of the Process of Organizing Corporate Training

2024

European Journal of Contemporary Education

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The development of professional competencies of personnel is an important task for modern organizations. And its effective solution is facilitated by the emerging opportunity to use artificial intelligence, with the help of which the boundaries of access to the latest tools and training technologies are expanding, allowing personnel to adapt to changes and prepare them to solve current problems and achieve strategic goals. Also, the use of digital services and tools opens up broad prospects for ensuring continuous training and development of personnel, which helps to increase the value of human capital in the organization. One of the promising innovations using artificial intelligence is chat bot technology, which provides quick information search, improves adaptation and communication processes, activates human potential, and helps improve learning efficiency through additional interaction with people through text messages. The article presents a summary of the experience of organizations in using chat bot practices in the HRM system. The implementation of the chat bot technology saves labor costs and allows companies' management to personalize training, provide staff with highly intelligent support, free up their time from performing routine tasks, maintain a high level of interactivity in the learning process, while continuously monitoring the acquisition of knowledge by employees with receiving feedback. The following methods were used for the study: analysis, synthesis, comparison, graphic description, structuring, modeling, visualization. The authors have developed algorithms for working with requests for personnel training. It has been shown that the implementation of chat bot technology saves labor costs and increases the efficiency of work with internal clients of the HR department. The authors calculated the effectiveness of the chat bot by reducing the time spent processing applications from internal clients of the HR department. In further research, it is

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Employability Skills for Professional Accountants in the Midst of Industry 4.0 – A Literature Review –

Cordos (Labaditis),

Tiron-Tudor

2023

ISF

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Most facets of modern life are being transformed in the light of recent technological developments. Similarly, the accounting industry is going through a significant redesign under the influence of Industry 4.0, often known as the Fourth Industrial Revolution, which tackles issues of automation and intelligence and incorporates them into accountants’ daily activities. The present research assesses the impact of these changes on the requirements of a work-ready accountant by enclosing the skills relevant for the accounting profession, with a focus on technology relevant skills. The originality of the study lies in its attempt to provide a robust and comprehensive guide to the accounting skill set that ensures the capabilities necessary to thrive in the digitalized accounting workplace of the future. In this way, the research treats both technical (traditional accounting skills) and non-technical skills, but nonetheless, it emphasizes a new set of skills derived from the digital transformation in the context of Industry 4.0. The new skill set addresses the requirements of cyber, digital, and technology competences, which arose from the intensive digitalization of accounting organizations. The paper is a thematic literature review that performs quantitative and qualitative analysis on the literature on accounting and professional bodies in the attempt to define an updated accountant profile in the era of digital technologies. The investigation validates the importance of cyber, digital, and technology skill sets and encourages accountants to upskill their competencies to meet the demands of accounting in the digital era.

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Identification and Comparative Analysis of the Skills Structure of the Data Analyst Profession in Russia

Cited by 3 publications

References 33 publications

Soft and hard skills identification: insights from IT job advertisements in the CIS region

Soft and hard skills identification: insights from IT job advertisements in the CIS region

Development of a Chat Bot Algorithm to Improve the Efficiency of the Process of Organizing Corporate Training

Employability Skills for Professional Accountants in the Midst of Industry 4.0 – A Literature Review –

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