Purpose
The purpose of the Workforce Intelligence Dashboards is to identify, analyze, assess and identify cloud skills gaps in the workforce in the financial services industry in Australia and New Zealand.
The Workforce Intelligence Dashboards empower AWS sales staff to better engage and define tailored learning pathways for their customers. This dashboard utilizes publicly available information to support data-backed decision making for AWS' customers.
Dashboards Overview
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Parts |
Dashboards |
Details |
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Organizational role analysis |
Size of cloud facing workforce |
Understand the size of the workforce requiring cloud skills by role. |
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Skills proficiency of cloud facing roles |
Understand the skills proficiencies of these roles and compared with the AWS Recommended target. |
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Skills proficiency analysis by role |
Top skills for the selected role |
Understand the top skills of the selected role. |
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Skills profile benchmarked against AWS standard pathway |
Understand the skills gap of the target role in the selected organization |
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Adjacent role skills proficiency analysis |
Understand adjacent roles in the workforce who might also have AWS' target skills and their cloud skills proficiency |
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Upskilling recommendation |
Recommended courses and suitability for the selected pathway and customer |
Understand the recommended courses to bridge the skills gap identified in the above dashboards |
To understand the skill gaps for a particular organization, select the organization name from the filter at the top, e.g. ‘CBA’. Once the organization is selected, the rest of the dashboards will visualize information from the perspective of the selected organization.
Some visualizations also enable a comparison to one of the competitors. This allows the customer to benchmark their skills against the selected competitor organization.
Key Concept
Role match vs Skill match
Role match are the profiles at the selected organization that are matched via role titles. For example, an Architect role type at CBA include any profile matches with role titles including Architect, Solution Architect, Solution Architecture, Solution Engineer and Solution Design.
Skills match are the profiles at the selected organization that are matched via skills even though their role titles do not belong to the selected role type. For example, a profile from an adjacent role who may not match as a Role match but may have similar skills to an Architect. These profiles are also taken into consideration in our analysis.
Dashboard Walkthrough
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Description and Suggested Use |
Insights |
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This dashboard shows the number of employees at the selected organization working in cloud-facing roles. The dotted turquoise line shows the comparison from the selected competitor. The intent is to highlight any potential shortage or surplus of any cloud facing roles at the selected organization, in comparison with a competitor. |
From the visualization, it appears that CBA has close to double the workforce in almost every role except for System Operations, compared to NAB. If CBA’s overall workforce doubles the size of NAB, then this may show an opportunity in System Operations upskilling in CBA. |
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Description and Suggested Use |
Insights |
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This dashboard shows the overall skill proficiency of each role in comparison to selected competitor and the AWS benchmark on a 1 to 5 scale (1 is ‘not proficient’, 5 is ‘very proficient’). Even though the maximum AWS proficiency is 5, AWS recommended target proficiency is 3 which means that 3 is proficient enough in conducting cloud related activities in the banking industry. |
From the visualization, it appears that all of the cloud facing roles in CBA are below the AWS recommended proficiency (3). The roles that show the most opportunity for upskilling is Analytics as it has the lowest proficiency benchmarked against AWS pathways. From the competitor analysis we can see that proficiency of most roles in the two institutions are similar, with the exception that Data Engineers and Systems Operations at NAB have higher proficiency than those at CBA. |
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Description and Suggested Use |
Insights |
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This visualization displays a breakdown of top skills for the selected role in the selected organization. |
It appears that CBA Architects' top skill is Solution Design. |
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Description and Suggested Use |
Insights |
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This visualization shows the skill gap analysis between the selected role at the target organization and the relevant AWS pathway. The closer to the centre of the web, the lower proficiency for the particular skill the organization has in the selected role. |
We can see that Architect roles in CBA have the widest gap in Cloud Computing skills benchmarked against the AWS Architect pathways. |
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Description and Suggested Use |
Insights |
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This dashboard shows the number of employees and skills proficiency working in roles adjacent to the selected role with most similar skillsets to the selected role. The dotted turquoise line shows the target skill proficiency required to be successful in the selected role as defined by AWS role pathways.
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This example shows that there are 20 roles that already have many of the skills required by an Architect. This presents an opportunity for the AWS courses to be offered more broadly. The second opportunity relates to internal mobility (should it be applied at the selected organization ), in that should an Architect role be advertised, people from any of the adjacent roles can be upskilled via AWS courses. |
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Description and Suggested Use |
Insights |
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This table shows the skills match of the current target cohort (selected role) and the relevant AWS pathway courses. The lower the skill match, the larger the skills gap identified, therefore the more likely is the selected role at the organization is to benefit from the recommended course. |
We can see that Architects at CBA can benefit from virtually all courses from the AWS Architect pathway as they currently have a low number of skills offered by each course.
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