A VIEW FROM THE GROUND

CLOSING THE
DATA SKILLS GAP IN
THE COVID-19 ERA
AND BEYOND
Preface
W
elcome to the NTUC LearningHub Data Skills
Report 2020!
The unprecedented COVID-19 pandemic has drastically
transformed the future of work and life, and we are now
entering a New Normal. Within a short span of time,
the way we live, communicate, and conduct business
have transformed drastically. Companies will be thrusted
into a new era of transformation, prompting employers
to actively reassess the workforce they need in order to
navigate the new economy. The COVID-19 storm is not
over and business leaders must reflect on their strategies in
weathering the turbulent period ahead.
In this complex business environment, intuition and
guesswork alone are not sufficient and I would posit that
business leaders will have to be supported by data to
improve their chances of success in any business innovation
or business venture.
To help us understand the importance of data and the role
it plays in keeping businesses viable and competitive, we
embarked on this research. This report aims to provide
a view from the ground about the degree of data usage
in Singapore, the general perception about the data-
related skillsets of Singapore’s workforce, hiring trends
and preferences of businesses in Singapore, and actions
taken to close skills gaps in order for businesses to remain
competitive. We hope that through this report, more
business leaders will understand how to plug the data skills
gap and appreciate the reasons behind the possible inertia
of encouraging more employees to embrace data. It is also
written with the intention of getting more workers to gain insight into
the overall market demand and identify gaps in their current skillsets to
determine how they can adapt.
Let me share a few snippets about what the report has unveiled. For a
start, it is heartening to see employers recognizing the power of data. In
our research, we have found out that four in five (79%) business leaders
found that data literacy of their employees is more important now than
ever before. By a similar measure, 80% of them have agreed that using
data and business intelligence tools will increase the chances of their
companies surviving this downturn. We also found that the majority of
business leaders (94%) and employees (88%) are using data more often
to make business decisions now than before.
Looking forward, in a Volatile, Uncertain, Complex and Ambiguous
(VUCA) environment like the COVID pandemic that we are facing
now, the importance of data will be here to stay to help us declutter
the complex and ambiguous environment that we all face. What do
we do from here? Here in Singapore, we are fortunate that we have
a well-educated workforce and that provides a good springboard
towards building a highly data literate workforce. We want to work
with more businesses and organisations to invest in Data Analytics,
Data Interpretation for Decision Making in Business and last but not
least, Data Protection & Risk Management. While data literacy was
considered a new skill last decade and only for a select few, we want to
make data literacy a basic skill for Worker 4.0 — our future workers.
Here at NTUC LearningHub, we are committed to this journey and
we are more than happy to work with any like-minded organisations to
collectively move the needle in this data revolution.

Kwek Kok Kwong

Chief Executive Officer
NTUC LearningHub
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Table of Contents
Preface 1–2

Terms of use, disclaimer & copyright info 3

Table of Contents 4

Key Trends 5–10

Part 1 - Contextualising Singapore’s Data Skills Gap 11–18

Part 2 - Transforming and Moving Forward 19–26

Conclusions 28

Recommendations for Business Leaders 29–30

Recommendations for Employees 31–32

Our Data-Related courses 33–35

About the Research (Respondent Profile & Methodology) 36–37

About LHUB 38–39

 Key Trends
1 INCREASING USE OF DATA IN SINGAPORE ACROSS
THE BOARD
When asked if their teams leverage
data more to make business decisions
now as compared to a year ago,
employers and employees respond

94% 88%
with a resounding “yes”.

EMPLOYERS EMPLOYEES

Industry clusters such as Professional Services, Trade & Connectivity and Lifestyle top
the list when it comes to experiencing increasing use of data in the workplace to drive
business decisions.

>90% Trade & Connectivity

My company uses data MORE
to make business decisions now
as compared to a year ago.
>90% Professional Services
Built Environment 69%
05
>90% Lifestyle
Manufacturing 88%
90%
Essential Domestic
Services

2 DATA IS CONSIDERED CRUCIAL TO BUSINESS

AND DAILY WORK, BUT THERE IS A PERCEIVED
LACK IN DATA-RELATED COMPETENCIES

think that it is either very

97%
EMPLOYERS
93%
EMPLOYEES
important or important for
their employees to understand
data well in order for their
companies to be successful.

Employers generally find

that their employees are
94%
find that if their employees improved
not data literate enough. their data competencies, the latter
would be able to do their job better.
 Employees are 28%
92%
not confident in
their own data are not confident
competencies, and, in their senior
either strongly agree management’s
to a smaller extent, ability to use data
that of their leaders. or agree that they could be
able to do their job better to improve business
if they could understand performance.
data better.

89%
say that they would face
challenges at work if
Employees have also they were not good at
expressed the challenges understanding data.
and pitfalls of not possessing
data-related skills

The types of challenges they would face at work if they were not proficient in
understanding data include:
Not able to measure the results of my work 59%
06
Becoming outdated on modern business practices 56%
Not being able to do my job well 55%
Taking longer to get my work done 50%
Not being able to communicate efficiently with my boss/management 45%
Higher probability of making mistakes 37%

87%
are concerned that their careers
will be affected if they were not
proficient in understanding data.

Employees rate the following ways on how their career development

would be affected if they were not good at understanding data:
Falling behind my colleagues in performance 68%
Becoming less useful to my company 64%
Lower chance of job promotion 57%
Lower chance of finding a better job in future 50%
Getting retrenched 29%
 Key Trends

Key data-related skills, according to both employers and employeers

SKILLS LACKING SKILLS NECESSARY

37% 42% Data Analytics 67% 63%
Data Interpretation for
30% 37% Decision Making in Business 50% 50%
Data Protection &
27% 32% Risk Management 49% 48%

21% 28% Data Visualisation 42% 41%

Data Preparation
19% 26% & Data Cleaning 47% 39%

13% 17% Data Science Engineering 23% 18%

Advanced Statistical
20% 16% Techniques 27% 28%
Competency in Advanced
13% 14% Analytics with Python 20% 17%
Competency in Microsoft
17% 13% SQL Server & SQL Databases 21% 24%
Creating & Implementing Employers
14% 12% Machine Learning Algorithms 21% 20% Employees

3 DUE TO A TALENT-SCARCE MARKET, EMPLOYERS

07 ARE RAMPING UP THEIR EFFORTS IN HIRING
EMPLOYEES WITH DATA-RELATED COMPETENCIES

Many employers
report a lack of
1in3
employers have expressed that their workforce
data literate staff do not have the necessary data-related skills
that are relevant to their business.

90%
employers express keen
interest in hiring employees

52% who are data literate.

prefer more than

half of their team
to be data literate.
53%
24% employers indicated that they intend
to hire employees that specialise
solely in data-related work.
employers prefer all of their
team to be data literate,
 Therefore, they
are willing to pay a
48%
premium for data- of employers indicated that they
would be willing to pay up to 10%
literate talent. more for data literate employees in
non-data specialised job roles.

66%
of all the employers indicate that they would
be willing to pay more for someone who is
data literate for a role that did not require
data specialisation.
82%
of employers indicated that they would
hire between 1 to 4 employees for roles
that specialise solely in data related work.

The data specialist roles that this group of employers intend to hire for include the
following:
Data Analysts / Business Analysts 71%
Data Scientists 51%
Data-Driven Decision Makers / Managers 36%
Data Systems Developers 34%
Data Protection Officers 33%
Data Visualisation Executives / Dashboard Creators 31% 08
Computing / Coding experts 28%
Data Protection Executives 26%

Of this group of employers who would like to hire employees that specialise
solely in data-related work, these are the levels they are looking to hire for:
Middle (manager/senior manager) 71%
Junior (below manager) 51%
Temporary/Contract based 36%
Senior (director and above) 34%

76%
report an interest to hire between one to three
employees for roles that are not specialised in
data-related work.

10%
indicate an interest to hire at least 10 employees
who are not specialised in data-related work.

66%
of all employers indicated that
they are currently keen on hiring
52%
employees who are not specialised intend to hire majority (more than 50%) of
in data-related work. employees who are data literate, even if their roles
do not require any specific data specialisation.
 Key Trends

4 IN GENERAL, THERE SEEMS TO BE A DISCREPANCY

IN THE AMOUNT OF TRAINING AFFORDED TO
EMPLOYEES AND THE PERCEIVED IMPORTANCE OF
A DATA COMPETENT WORKFORCE

64%
employers report that their
companies currently do not have
training programmes in data literacy
for their employees.

Of those who ‘strongly agree’ or ‘agree’ to the statement “If my employees

understand data better, they would be able to do their job better,” only 38% and
36% have data literacy training programmes in place.

36% Yes, we train our employees

to be more data literate
Overall
No, we have no such
64% training programmes

09 The obstacles faced by the employers to upskill their team to be more data literate
include the following:
There is no time to train them 46%
My employees are reluctant to pick up such skills 34%
There is a lack of data know-how within my company 32%
There is a lack in government funding 27%

57%
employers are aware that the government
has subsidies for data literacy courses

There is a lack of external data literacy courses 25%

There is resistance from management 25%
My company’s culture does not encourage data literacy 22%
I don’t know where to start 18%
 5 WHILE UPSKILLING IN DATA LITERACY IS
IMPORTANT TO EMPLOYEES, THE TOP REASON FOR
NOT DOING SO WAS ATTRIBUTED TO THE LACK
OF TRAINING SUPPORT FROM THEIR EMPLOYERS

91%
recognise the
importance to
upskill themselves
in data literacy to
do their job well. 91%
indicate that they intend to
upskill themselves in data
literacy in the near future.

Employees who mentioned that upskilling in data is important, but who did not
intend to, rate the following are reasons for not pursuing training:
There is a lack of training support available in my company 38%
I do not have time 33%
Courses are too expensive for my budget 26%
I don’t know which course is relevant to my job 24%
I don’t see a need to upskill myself 17%
I have not come across one that I like 12%
10
There are too many choices and I don’t know where to start 10%

Majority of employees are of the opinion that

the responsibility for upskilling lies in their
employers, while the latter think otherwise.

47%
employers feel that
companies should be
responsible for ensuring
the data literacy of their
workforce. The rest are of
the opinion that employees
should be responsible for
ensuring they are data
literate to stay relevant to
their company. 56%
employees feel that companies should be
responsible for ensuring that the workforce is
data literate. On the other hand, the rest are
of the opinion that the onus is on themselves
in ensuring that they are data literate to stay
relevant to their company.
CONTEXTUALISING
SINGAPORE’S DATA
SKILLS GAP

A
mid the COVID-19 outbreak, businesses have had to swiftly adapt to
changing environments and exploit available business intelligence to react in
unprecedented times. The capabilities of real-time data processing have enabled
companies to quickly analyse and handle the irregular demand for their products.1
Business leaders and employees alike increasingly recognise data literacy as a key
competency, with a large majority (79%) of business leaders in Singapore saying that
data literacy of their employees is more important now than before the pandemic. To
a similar degree, four in five business leaders (80%) ‘agree’ and ‘strongly agree’ that the
use of data and business intelligence tools will increase the chances of their company
surviving through this economic downturn*.
The spotlight on data analytics is certainly not new. According to a spokesperson from
the Economic Development Board (EDB), Singapore contributes at least SGD1 billion
each year to the data analytics industry. In addition, the National Research Foundation
(NRF) has set aside SGD150 million to boost Singapore’s artificial intelligence (AI)
capabilities.2 These investments establish an enabling environment for businesses in
Singapore to thrive and maintain their position are at the forefront of Industry 4.0.
However, as the Singapore government press on with its digitalisation push to combat
the coronavirus crisis, and as businesses are thrust into a “must transform” mode, a
skills gap persists. And until that gap is plugged, companies will not be able to harness
the power of data to survive and compete in a fast-changing world.

1 The Straits Times. 2020. Some industries may grow even as Singapore heads for recession. [Accessed 16 June 2020]
2 Economic Development Board. 2017. Grab pushes digital innovation to stay ahead of the game. [Accessed 16 June 2020]
 MORE RELY ON DATA TO MAKE BUSINESS
DECISIONS NOW, AS COMPARED TO A YEAR AGO
The use of data in the workplace has proliferated evidently as compared to last year.

87%
of business leaders report
94%
indicated that their companies
that they currently use data are using data more often to
to make business decisions. make business decisions now
as compared to a year ago.

88%
of employees have similarly stated that
their team at work makes more data
driven decisions now than ever before.

PERCEIVED IMPORTANCE OF DATA VS.

WORKFORCE COMPETENCY
Data is considered crucial to business and daily work on both sides of the coin, with
97% of business leaders and 93% of employees agreeing that it is important to have a
comprehensive grasp of it in order for the company to be successful.

97% 12
business leaders.
93%
employees.

BUSINESS LEADERS’ VIEWS ON DATA SKILLS

Business leaders have voted the top skills they feel are important to be more data
driven in the workplace. Overall, they consider the ability to translate data into insights
(78%) and data insights to business action (76%) to be key capabilities. These statistics
reveal how highly business leaders regard having access to data as well as the value
these skill sets bring to improve insights and drive better business decisions.

NECESSARY DATA-RELATED SKILLS

Ability to translate data 78%
into insights
Ability to translate data
insights to business action 76%
Data is readily available 58%
and accessible
Understanding of data
sources available 56%
A company culture that
encourages data usage 55%
Integrated or connected data
sources in my company 51%

Business leaders’ votes for the data related skills necessary for their employees to have
 Contextualising Singapore’s Data Skills Gap

EMPLOYEES’ VIEWS ON DATA SKILLS

Employees voted similar top skills which they felt were important for a more data
driven workplace:

69%
of employees say that 64%
translating data into of them say that
insights is the top skill to translating those
propel a business forward. insights to business
actions is another
top skill to propel a
business forward.

93%
understand that
44% 49%
stating it is stating it is
being data proficient very important. important.
is pertinent to a
company’s success.

Employees are not confident in their own data competencies, and to a

smaller extent, that of their leaders

Despite appreciating
the importance of data 92%
of them admit that they would
13 to business, employees
be able to carry out their job
are not confident of more effectively if they could
their own data abilities. understand data better.

On their company’s leadership, about a third of the employees were not confident
in the ability of their senior management to improve business performance by
leveraging data. For leaders to instil more confidence in their employee on using
data, they need to first lead by example by upskilling and using data effectively
in the workplace. Additionally, they must have a better grasp of the data related
challenges employees are facing at work.

Employees express challenges of not possessing data-related skills

EMPLOYEES’ WORK CHALLENGES
With the pandemic forcing an economic shift from physical to digital, businesses
have turned to technology and data analytics to operate remotely while meeting
customer demands. The increase in digital consumption has made data skills more
pertinent than ever before. On the flip side, being data illiterate may impede
efficiency at work.

89%
of employees expect to encounter
challenges at work if they were not
proficient in understanding data.
In this group, over half of the respondents identified with the following challenges:

59%
unable to measure
50%
spending more
work outcomes. time to complete
their work.

56%
becoming outdated
55%
unable to do
on current and future their jobs well.
business practices.

45% 37%
of employees identified having
difficulties communicating
efficiently with their management.
! said they had an increased
likelihood of making mistakes.

The need for transformation is inevitable as employees fear that their quality and
productivity in work might be compromised due to their data incompetency.

EMPLOYEES’ CAREER CHALLENGES

14
With the lack of data skills posing
challenges to their daily work potential,
87%
of employees have
there is a perceived consequential effect cited that their data
on their long-term career prospects. incompetency will affect
their career development.

When further enquired on the potential ways data incompetence would hinder
their career development, many employees cited the following concerns:

68% 64% 57% 50%

drop in work becoming less decreased less chances of

performance when useful to their chances of job finding better
compared to colleagues. companies. promotion. jobs in future.

Slightly over a quarter of

this group of respondents 29% indicated concerns of
getting retrenched.

With retrenchment looming over heavily affected businesses, workers need to take
action to keep themselves resilient and equipped with relevant data skill sets.
 HOW IBM FOSTERS A DATA DRIVEN
CULTURE AMONG ITS LEADERS
IBM has always been a leader in the data space, priding themselves on how
closely they embrace and utilise data in their workplace. These are some ways
that IBM cultivates a data driven culture across verticals in its organisation,
according to Andrew Campbell, Senior Partner of Talent and Transformation.

1. LEADERS ARE EMPOWERED AND HAVE ACCESS TO TOOLS THAT

PROVIDE DATA
IBM provides its employees with access to a wide range of market data trends,
benchmarking data, and competitive insights. One example is a team called
the IBM Institute of Business Value (IBV) that focuses on creating thought
leadership and data, as well as synthesising external sources to make them
readily available for employees. The abundance of tools and systems help
to enhance the quality of work and efficiency of employees. Consulting and
professional services leaders at IBM also have access to internal data sources
and analytics that help them make data-driven decisions related to sales,
pipeline and utilisation. Leaders are also empowered with the data and tools
required to help them manage their people like retention risks, compensation
recommendations and skills gaps.

2. LEADERS ARE ENABLED WITH TOOLS TO LEARN HOW TO USE DATA

IBM focuses a lot on personalised learning instead of generic learning. IBM’s
own learning experience platform, Your Learning, is available to all employees
and gives access to internal and external learning sources and targeted course
recommendations based on job role and learning patterns, says Andrew. The
HR leader also said that these courses have a natural progression flow to
enable the organisation’s leaders who might be uncomfortable with data to
take charge of their own data learning while encouraging their employees to do
the same. Such a platform creates a conducive setting for any individual in the
organisation to learn comfortably at their own pace.

3. LEADERS ARE EXPECTED TO USE DATA FOR DECISION MAKING

IBM’s comprehensive data driven capabilities and culture have shaped the
expectations of how its leaders act and work. He adds, “It is expected of
leaders to use data to back up their decisions and recommendations, especially
when it comes to higher level executives whose important decisions cannot
be based on gut instinct.” As a result, a strong data driven work culture is
interwoven into all levels of the organisation.

Browse free IBM courses offered through NTUC Learninghub

https://www.ntuclearninghub.com/ibm-courses/
‘Data Analytics’, ‘Data Interpretation for Decision Making in
Business’ and ‘Data Protection & Risk Management’ top the list of
key data-related skills, according to both employees and employers
Although business leaders understand the value that data can bring to their
business, the growing demand for data-related skill sets are not being met by their
employees. Nine in ten (94%) business leaders felt that their staff would be able
to do their job better if they could understand data better, revealing a compelling
reason for companies to make employees more data literate.
It was also revealed that the top three data-related skills that business leaders felt
were necessary, but lacking in employees were data analytics, data interpretation
for decision making in business, and data protection and risk management.

BUSINESS LEADERS’ PERCEPTION OF NECESSARY & LACKING

DATA SKILLS IN EMPLOYEES

42%
Data Analytics
67%

Data Interpretation for 37%

Decision Making in Business
50%

Data Protection & 32%

Risk Managment
49%
16
Data Preparation & 26%
Data Cleaning
47%

28%
Data Visualisation
42%

16%
Advanced Statistics Techniques
27%

17%
Data Science Engineering
23%

Creating & Implementing 12%

Machine Learning Algorithms
21%

Competency in Microsoft SQL 13%

Server & SQL Databases
21% LACKING DATA SKILLS
NECESSARY DATA SKILLS
Competency in advanced 14%
analytics with Python
20%

Business leaders’ votes for the data related skills that are necessary and lacking in their employees.
 Contextualising Singapore’s Data Skills Gap

When turning to employees to get their perspective on this issue, the results
came out quite similar. Data Analytics, Data Interpretation for Decision Making
in Business and Data Protection and Risk Management remained the top 3
necessary skill sets that were seen as important but lacking among themselves.

EMPLOYEES’ PERCEPTION OF NECESSARY & LACKING

DATA SKILLS
37%
Data Analytics
63%

Data Interpretation for 30%

Decision Making in Business 50%

Data Protection & 27%

Risk Managment 48%

21%
Data Visualisation
41%

Data Preparation & 19%

Data Cleaning
17 39%

20%
Advanced Statistics Techniques
28%

Competency in Microsoft SQL 17%

Server & SQL Databases 24%

Creating & Implementing 14%

Machine Learning Algorithms 20%

13%
Data Science Engineering
18%

Competency in advanced 13% LACKING DATA SKILLS

analytics with Python 17% NECESSARY DATA SKILLS

Employees’ votes for the data related skills that are necessary and those which they lack.
The findings highlight a congruence between the data skills that both business leaders
and employees feel are valuable to have. Interestingly, both parties understand that
there is a fundamental mismatch between skills needed and skills possessed among
employees. This only underscores the need for improving data literacy through
training and readiness for future disruptions. With Singapore progressively reopening
the economy and society, businesses could use this downtime as an opportunity to
close the data skills gap within organisations, emerging stronger and better prepared
for the uncertain and volatile environment ahead.
A common understanding among business leaders and employees has been
established about the importance of data to improve work decisions and business
growth. There is a prevalent skills gap in the workforce to meet the demand in data
competencies to keep pace with the rapid transformation of businesses. This lack
of data competency, coupled with what is perceived to be a weak adoption of data
analytics and BI from the top, has rippled into affecting employees work and increased
anxiety on potential career development roadblocks.

18
TRANSFORMING &
MOVING FORWARD

W
ith a better ground level perspective on data literacy in Singapore, we
will further build on how businesses can transform their workforce and
improve data training as we move forward into this post pandemic era.
At a time where business intelligence is key to navigating an uncertain world, not
knowing how to leverage data effectively could be costly and unproductive. A Qlik
survey of 9,000 employees around the world found that companies lose an average of
more than 43 hours a year on each employee. These lost days due to procrastination
and sick leave stem from stress around information, data and technology issues, and
equate to around USD3.7 billion loss of productivity in Singapore.3
Taking a deeper dive into data talent attraction, workforce training, and the state at
play, could elucidate some of the barriers to closing data skill gaps.

3 Qlik. 2020. New Research from Accenture and Qlik Shows the Data Skills Gap is Costing Organisations Billions in Lost Productivity.
[Accessed 25 June 2020]
 EMPLOYERS ARE WILLING TO PAY A PREMIUM
WHEN HIRING EMPLOYEES WITH DATA-RELATED
COMPETENCIES
Business Leaders’ Data Literacy Demand in Non-Data Specialised Job Roles

90%
of business leaders were 33%
keen on hiring data literate were willing to pay up to 20%
employees, regardless of more for someone who is data
their team size or job role. literate for a role that did not
require data specialisation.

48%
of business leaders were willing
to pay up to 10% more.

52%
of business leaders
would prefer more than
half of their workforce
27%
of them would prefer all 20
to be data literate. of their workforce to be
data literate.

This shows how being data competent has transcended its typically specialised job
scope. Changing expectations among business leaders require everyone, even those in
non-data related jobs, to widen their knowledge on applying data to their work.

Business Leaders’ Data Literacy Demand in Data Specialised Job Roles

In terms of data specialist roles, slightly over half (53%) of the respondents were keen
on hiring staff that specialised solely in data-related work. Of this group of respondents,
82% of them indicated that they would hire up to four employees that specialise solely
in data-related work.

The most in-demand data

36%
specialist roles are:

71%
data analyst/
data driven decision
makers/ managers.
business analyst.

51%
data scientists.
 Transforming & Moving Forward

For this same group of respondents who

would like to hire staff for data specialist
roles, they were most interested in hiring for:
60%
62%
senior manager
junior (below
manager) level
employees.
and manager.

These findings underpin the significance of data competencies across

verticals. Business leaders value data skills in their team and are
more inclined to hire people with such skills.

IN GENERAL, THERE SEEMS TO BE A

DISCREPANCY IN THE AMOUNT OF
TRAINING AFFORDED TO EMPLOYEES AND
THE PERCEIVED IMPORTANCE OF A DATA
COMPETENT WORKFORCE
Perceived Importance in Building a Data Competent Workforce
EMPLOYEES’ VIEW
When this same group of
91%
of employees saw the
respondents were asked if they
intend to upskill themselves in
21 importance of upskilling this subject in the near future,
in data literacy to
perform their job well. 91 %
said yes.

BUSINESS LEADERS’ VIEW

1in3
business leaders have expressed that their workforce do not have
the necessary data-related skills that are relevant to their business.
When asking business leaders how likely they were to send their employees for data
literacy courses, majority of them said likely (58%) and very likely (26%).
These valuable insights show the common understanding between both parties on
the importance of data literacy and wanting to upskill. However, this issue on the lack
in data literate employees continues to persist. To truly close this skill divide and get
to the root of the problem, we need to dig deeper into the barriers, obstacles and
underlying motivations of these employees that stop them from upskilling.

Lack of Company Training Programs

Most business leaders see the importance of data literacy training and agree that
they were likely to send their employees for data literacy courses. However, these
expectations are not executed and put into practice.

70%
of employees.
64%
of business
report that their companies
do not have any data literacy
training programmes.
leaders
 ADVOCATING DATA AND AI INCLUSIVITY
AT SOFTBANK ROBOTICS
SoftBank Robotics is debunking the general misconception that data can only be
analysed and utilised by data scientists and specialists. Using SoftBank Robotics
solutions will enable workers of all profiles to make use of data to streamline their job
responsibilities to drive a more efficient work environment.

Though the automation of mundane tasks, SoftBank Robotics envisages that robotics
will be able to improve the lives of not only specialised data professionals, but for
workers of all backgrounds, regardless of their industries. This can be done by
enabling the workforce with the relevant skills and knowledge in both data analysis
and AI. SoftBank Robotics observed that it is important to empower users with the
implementation of data-driven operation workflow to foster a collaborative working
relationship. Non-data specialists usually do not possess the know-hows or tools
to apply the correct model in their data analysis and are often overwhelmed by the
quantity of data which could hamper their data analysis process.

This includes worker profiles such as facility maintenance operators and cleaning crew
as they learn to incorporate data-driven operation workflow in their day to day tasks.
One solution that SoftBank Robotics has produced is Whiz, a robot aimed to foster
collaborative working relationships between AI and cleaning teams. They interact with
tools such as Whiz Connect and SoftBank Robotics’ fleet management platform along
with the guidance of SoftBank Robotics Customer Success team, that offers actionable
workflow advice. This allows cleaning crew members to maximise the benefits of data
to increase productivity.

Our team is taking the lead in applying data analytics to improve our
partners’ workflow, aiming to refine solutions and deriving data-driven
operation insights to enable our partners to be able to to conduct
analysis independently and improve on their service delivery of hygiene
and cleanliness to their service buyers. We believe employers should also
play their part by providing adequate training as well as inculcating the
data-driven decision mindset to staff who are non-data specialist in their
current job when looking to implement a data-driven workflow,
says Eric Lim, Sales Director of SoftBank Robotics Singapore Pte Ltd.
 TRAIL BLAZING BUSINESS-WIDE DATA
TRANSFORMATION

Companies are accelerating their digital transformation journeys

to survive and rethinking their core competencies to navigate
this ‘new norm’ economy. Data is clearly providing that edge and
if we do not tag on the skills enablement to drive organisation
and nationwide data competency, we will be left behind,
says Suganthi Shivkumar, the managing director of
Qlik ASEAN, India and Korea.

At a time where businesses need to adapt quickly to disruptions arising from the
pandemic, Qlik has ramped up its efforts in providing solutions that enable businesses
to leverage data across verticals. It provides easy access to data on a single platform,
which is enhanced with conversational analytics, allowing people to intuitively ask
questions and chat with their data to get the answers they need quickly.
Qlik has a firm ethos that data should no longer be confined to traditional data
specialist roles like data scientists or data architects but extend its use to normal
everyday people. One example is how Singapore Management University has
successfully integrated Qlik’s data and analytics platform into virtually every part
of the campus located in Bras Basah; from the lifecycle of its students to facilities
management, staff scheduling and even predicting academic learning patterns.

People that you least expect would use data are applying it in
very unusual ways - it is showing us that data is being valued
as an asset with tremendous latent value to functions that are
well beyond finance and IT. Whether it is HR, facilities, security
personnel, healthcare workers or procurement, this crisis has
shown the benefit of everyone in the organisation receiving
accurate, real-time information from a single analytics platform.

Apart from helping clients lead their business with data, they pride themselves on
championing a highly prolific data literacy cause at a global scale. As founders of the
Data Literacy Project and its countless data initiatives like developing the “Human
Impact of Data Literacy” Report together with Accenture, they have created a vibrant
online community who are dedicated to making our society proficient in harnessing
data to bring business value.

Learn all about using the Qlik platform at

https://courses.ntuclearninghub.com/browse/data-analytics/qlik-courses
This could be partially attributed to the lack of awareness of government subsidies.

2in5 43%
business leaders.
were not aware of
training funds and
27%
business leaders felt
that the government
schemes. funding is sufficient.

However, improvements in data training are being seen.

reported that their

59%
of the employees.
76%
of business leaders
companies have started
to place more emphasis
on data literacy training
over the past year.

Effectiveness of Training Programs Attended

Of the respondents who reported that their companies did have data literacy
training programmes:

88% 81%
of business
felt that these training
programmes were
of employees.
leaders.
sufficient. 24

This highlights the effectiveness of these trainings and empowers employees to

use data at work.

Although more companies are starting to recognise the need for data literate
employees, more should be done to push the importance of data and extend the
required resources and training support for employees to hone their skills. Business
leaders play a critical role in enabling change in the company and raise the need for
restructuring training programs if necessary. Employees need to take a proactive stand
to improve themselves, in response to the significant reconfiguration of needs in the
economy and job market.
When shedding light on the obstacles faced in upskilling their team in data literacy,
business leaders attribute the fact to not having time to train them (46%), employees
reluctance to pick up such skills (34%) and a lack of data know-how within the
company (32%).
 WHILE UPSKILLING DATA LITERACY IS
IMPORTANT TO THE EMPLOYEES, THE
TOP REASON FOR NOT DOING SO WAS
ATTRIBUTED TO THE LACK OF TRAINING
SUPPORT FROM THE BUSINESS LEADERS
Of the minority who recognised that upskilling in data literacy is important but were
not intending to upskill, the top three reasons for not pursuing training in data literacy
were the following:

38%
lack of training support
in their company.

26%
lack of affordable

33%
training courses.

lack of time.

These are salient points that business leaders should be aware of when making training
more accessible to employees.
From these findings, we see how both business leaders and employees face problems in
25 upskilling. A common reason tops both party responses – not enough training support
is given to the employees who require them. Employees reluctance to pick up the skills
also came in second on reasons why they do not upskill. A concerted effort is required
by both parties for improving data literacy in the workforce.

Perceived Responsibility for Upskilling

When it came to pinning the responsibility for data literacy upskilling to one party,
more than half of business leaders (53%) felt that employees should be responsible for
upskilling themselves to stay relevant to their company. The other half of them said the
onus was on the company to upskill themselves and improve their data literacy to stay
relevant to their company.
In contrast, the employee’s results were flipped where more than half of all them
(56%) felt that companies should be responsible for improving the data literacy of the
workforce. While the other half (44%) felt that the onus was on employees to upskill
themselves and improve their data literacy to stay relevant to their company.
The diffusion of responsibility was apparent among both parties and things will not
change if each party does not share accountability on this issue. It is important that
both business leaders and employees have a common consensus to equally build a
more data-driven competent workforce.

While employees and business leaders understand the importance of data upskilling,
there is room for improvement for both parties to overcome barriers and place more
emphasis on data literacy. Moving forward, Singapore would require the collaboration
of both business leaders and employees to close the data skills gap and boost her
ability to thrive in today’s data-driven economy.
CONCLUSION
 CLOSING THE DATA SKILLS GAP
With businesses pivoting and the pandemic forcing companies to change the
way they work, there is a common understanding among business leaders and
employees on the importance of data to improve work decisions and business
growth. Almost all (97% of business leaders and 93% of employees) believe it is
important to understand data well in order for the company to be successful.
In NTUC LearningHub’s recent skills survey, 40% of employers felt that data
analysis was important in keeping their business viable during this COVID-19
period, and 79% responded that data literacy of their employees is more
pertinent now than ever before. However, among the employees, there was a
lack of confidence in their data competency, with 92% admitting that they could
do their job better if they understood data more. This illustrated a prevalent
skills gap among employees to meet the data skill demands while keeping up
with the rapid transformation of businesses. As workplaces have evolved into
using data in almost all aspects of their business, companies need to exude a
culture of being data driven, as well as create a strong infrastructure to build
a data literate workforce. This would serve as a competitive advantage, and
enable them to harness the multitudinous benefits of becoming a data driven
company. Being data incompetent has raised challenges to employees at work
and for businesses, a loss in productivity and growth. With the perceived
negative consequences linked to being data illiterate, employees and business
leaders need to join forces in closing the skills gap and preparing for their
future.

BREAKING BARRIERS AND DATA

UPSKILLING OPPORTUNITIES
Apart from creating a data driven culture and making data accessible for
employees, upskilling is another option for companies to improve the data literacy
of their workforce. In our survey, over 90% of the employees indicated that it was
important for them to upskill themselves in data literacy. Ironically, majority of
employees (70%) and business leaders (64%) reported that their companies do
not have any data literacy training programmes. Also, the main barrier stopping
employees from upskilling was the lack of training support given and employees
reluctance to pick up data skills. When asked which party is more responsible for
data upskilling, each group seemed to pin the responsibility on the other party
more. These results are concerning as the diffusion of responsibilities will lead
to an impasse when pushing for the upskilling of workers. Both parties need to
collaboratively bring forward the importance in data literacy and take the lead in
building a data literate workforce.

In a larger context, data literacy is the foundation for Singapore’s future success
and action needs to be taken to ensure we do not get left behind amidst these
uncertain times.4 Singapore needs to be forward looking, adapting to data skills
and technology to emerge stronger and more prepared to thrive in future
calamities.5 As Mr Iswaran, Minister of Communications and Information has said
in an interview with The Straits Times “The current situation has presented an
opportunity for Singapore to double down on its push towards a digital future.”6
With the government support, funding, and guidance in place, it is up to business
leaders and employees to enable the change and pursue their own path to data
upskilling.

4 Singapore Business Review. 2019. Singapore workers need to be data literate to thrive in today’s business climate.
[Accessed 22 June 2020]
5 The Straits Times. 2020. Covid-19 pushing firms towards digital economy: Minister. [Accessed 22 June 2020]
6 The Straits Times. 2020. Ministerial Committee set up to guide digital adoption, create jobs in digital economy.
[Accessed 22 June 2020]
RECOMMENDATIONS
FOR BUSINESS LEADERS

Business leaders must take charge in harnessing the power of data and champion
data literacy in their workforce to do so. While it may take a considerable amount
of planning and time investment, fostering a data-driven culture will prove to reap
rewards in the long run.

1. UNDERSTAND AND DEFINE HOW YOU WANT TO LEVERAGE

DATA TO ACHIEVE YOUR BUSINESS GOALS
In order to provide adequate training to your employees, it is important to first
recognise and prioritise business objectives and how you hope to use data to
improve your business to streamline decision processes. From leveraging data
analytics to manage supply chains, to using business intelligence to gain customer
insights, there are endless possibilities to the purposes that data can serve in
driving business transformation.
“It is important to understand the organisation’s business goals, priorities and
objectives for business optimisation to be done and subsequently to identify project
success criterias so that the organisation can measure objectively the effectiveness
of the exercise.”
- Eric Lim (Sales Director of SoftBank Robotics Singapore)
2. DEMOCRATISE DATA WITHIN YOUR ORGANISATION
Make data available within an organisation. In order to maximise productivity and
make decisions, organisations need to break down data silos between departments
while instituting access control. Easily accessible data will push businesses towards data
democratisation, allowing employees of different roles, to independently capitalise on data
insights.
“Qlik found that only 18 % of companies gives their employees access to analytics
tools that are appropriate to their role and level in the organisation. This situation
needs to change – The focus should be how we can make data available to all the
roles, and then use the intrinsic facilities like privacy and protection, security access
inherent in data software to ensure the right people see the right data at the right time.”
- Suganthi Shivkumar (Managing Director at Qlik)

3. COMMUNICATE THE IMPORTANCE OF DATA LITERACY

Explain to your employees the importance of data-related skills and ways that these data
skillsets could improve their work processes. It should not only be about the business
benefits but also how it could help them in their career and work responsibilities. When
employees understand how data literacy could impact their work, it will be easier to
motivate them to upskill.
“People will be more keen to become data-literate if they understand how it can help them
to do a better job, a faster job, or get a bonus or a promotion. Social pressure, and social
rewards such as badges and merit awards can influence more people to take up
data-literacy training programs. Lead by example, and role model the behaviour you want to
see. Clearly communicate what you want people to do and simply explain why it matters.” 30
- Reynold D’Silva (Senior Vice President, Gojek)

4. ENGAGE TEAMS WITH DATA IN THEIR DAILY WORK

Leaders can demonstrate the importance of data by actively using it in the way they
communicate. Like learning a language, data requires frequent practice for you to increase
proficiency and competency. Encourage and familiarise your employees in using data by
incorporating data in everyday work task.
“Leaders can build confidence in people by asking employees to start presenting information
to them. Start small and simple - For the next presentation that an employee needs to
make, try to ask them to back it up with data points. If needed, give them more time to
pull it together.”
- Andrew Campbell (Senior Partner at IBM)

5. STRIKE A BALANCE BETWEEN MACHINE AND HUMANS

Data and human insights go hand in hand when making informed data driven decisions.
Establishing a balance between the two allows your business and employees to reach the
best possible conclusion when working with data.
“Even when we were building our automated programmatic trader, the science component
was 70% but the art component (30%) still existed. This was in the form of a belief that
the underpinning auction systems that drive programmatic advertising moved too fast for
a human, through a UI, to actually win against an automated bid price auction system.
Our people were better utilised to look at results and find new insights to improve
the algorithm.”
- Audrey Kuah (Former Executive Director - Media Practice, APAC, Dentsu Aegis Network)
RECOMMENDATIONS
FOR EMPLOYEES

Employees who want to boost their employability could leverage data to show their
higher ups that they mean business. Employees can take small steps and use simple
ways to apply data-backed rationalisations in their daily work.

1. OVERCOME YOUR FEAR OF DATA

Adopting data into daily work responsibilities can be scary but fearing change
could be a roadblock in your journey to development – both in your skill sets and
your career. Once you are receptive to change and embrace the use of data, work
can be done more efficiently, and could be of greater asset to your employers or
colleagues.
“Fear of change is the biggest blocker in any adoption, including making data-driven
decisions. We often have the fear of technology, which would hinder the utilisation of
technology in making data-driven designs”
- Eric (Sales Director of SoftBank Robotics Singapore)
2 ASSESS YOUR OWN DATA LITERACY COMFORT LEVEL
Everyone learns at a different pace and capacity. Some individuals might be working
towards familiarising themselves with basic data while others might want to take their
current skills a step further to advanced topics and concepts. For starters, assess where
you stand and what you hope to achieve when utilising data.
“Start with a data diagnostic test. Qlik offers a free online test you can do to start your
learning journey, letting you know what type of data user you are (data dreamer, data
knight, data doubter, data aristocrat). From there, you are prescribed different learning
paths to follow a more tailored learning journey”
- Suganthi Shivkumar (Managing Director at Qlik)
Take your Data Literacy Self-Assessment here:
https://thedataliteracyproject.org/assessment

3. UNDERSTAND THE EFFECTS OF NOT BEING DATA LITERATE

Do research on different forms of data, why it is important, their potential uses and how
it could affect you at work. Once you understand the effects data literacy could potentially
have on your work and career, these insights will give you more impetus to upskill and
become data literate.
“Being data incompetent could also result in conducting unnecessarily expensive
data collection exercises with no clear purpose or use-case. A lack of basic statistical
knowhow can sometimes lead people to become overwhelmed with data, make the wrong
conclusions, and hence the wrong decisions.
- Reynold D’Silva (Senior Vice President, Gojek)

4. ACKNOWLEDGE THE GAPS AND LEARN FROM DATA EXPERTS IN 32

THE ORGANISATION
Observe data experts in your team and watch how they present data, interpret data,
and recommend course of actions based on their self-derived insights. These experts will
show you a good example of how data should be utilised and learning from these experts
could be a good steppingstone in your journey to data literacy.
“There is a need to learn from the people that are savvier at data - the experienced
business analyst that work with data every day and know how to present. These infused
and experienced data leaders in the organisation are like beacons for other employees to
learn from.”
- Andrew Campbell (Senior Partner at IBM)

5. BE INFORMED ON INDUSTRY-SPECIFIC DATA SKILLS

Jobs across verticals in the organisation will need to leverage on data to grow and there
needs to be an understanding on how data is affecting your industry and shaping the
future of work. This will give you more insights on industry specific skills you should hone
and focus on.
“In this era of data, the media industry has used data analysis to better inform and
improve campaigns in-flight. The more commonly used data-driven solutions today
include, but not limited to, in-time campaign reports and analysis, using machine
learning / AI to automate the set-up, implementation, optimisation and reporting on
campaigns, using automated rules to drive personalisation campaigns based on customer
profiles, behaviours and responses and using predictive analytics to inform upcoming
campaign strategies, new potential competitors, market share and emergent trends.”
- Audrey Kuah (Former Executive Director - Media Practice, APAC, Dentsu Aegis Network)
OUR DATA-RELATED
COURSES

33
Our Courses
In line with the additional national measures announced in response to COVID-19,
NTUC LearningHub has quickly transitioned to virtual classes, adjusting our delivery of
training to make it accessible even in the midst of this pandemic.

ICDL DATA ANALYTICS

Data Analytics Foundational introduces essential topics including Key Concepts
and Statistical Analysis, Data Set Preparation, Data Set Summarisation and Data
Visualisation.
COURSE DURATION FUNDING AVAILABLE
16 Hours • Enhanced Training Support for
SMEs Companies

NICF - MTA: DATABASE FUNDAMENTALS (SF)

MTA is for individuals who are new to computer technology and/or have a need to
validate their knowledge of fundamental concepts before moving on to more
advanced IT certifications, such as Microsoft Certified Solutions Associate (MCSA),
Microsoft Certified Solutions Expert (MCSE) or Microsoft Certified Solutions
Developer (MCSD).
COURSE DURATION FUNDING AVAILABLE
24 Hours • SkillsFuture Credits
• PSEA Funds
• Union Training Assistance Programme (UTAP)
• Absentee Payroll claimable by SMEs
 DATA ANALYSIS FUNDAMENTALS USING
MICROSOFT EXCEL (IBF)
Data Analysis Fundamentals using Microsoft Excel (IBF) gives you the ability to add
analysis capabilities to Excel spreadsheets and to provide you with a foundation to
learn about more advanced data analytics with Excel or Power BI.
COURSE DURATION FUNDING AVAILABLE
16 Hours • Institute of Banking and Finance (IBF)
Enhanced Funding Scheme
• Training Allowance Grant
• SkillsFuture Credit
Union Training Assistance Programme (UTAP)

NICF - DEVELOPING SQL DATABASES (SF)

This course would provide you with the knowledge and skills to develop a Microsoft
SQL Server 2016 database. The course focuses on teaching individuals how to use
SQL Server 2016 product features and tools related to developing a database.
COURSE DURATION FUNDING AVAILABLE
32 Hours • SkillsFuture Credits
• PSEA Funds
• Union Training Assistance Programme (UTAP)
• Absentee Payroll claimable by SMEs

FUNDAMENTALS OF THE PERSONAL DATA 34

PROTECTION ACT (PDPA)
The course will provide an overview and understanding of the PDPA and how it
may be applied to the organisations for compliance. Areas covered in the training
include key legislative and regulatory requirements of PDPA and how you can help
ensure compliance and alignment with PDPA, as well as preparing management report
for follow-up.
COURSE DURATION FUNDING AVAILABLE
16 Hours • SkillsFuture Credits
• PSEA Funds
• Union Training Assistance Programme (UTAP)
• Absentee Payroll claimable by SMEs

NICF - DATA APPRECIATION FOR

OPERATIONS (SF)
The main purpose of the course is to give you the ability to add analysis capabilities
to Excel spreadsheets and to provide you with a foundation to learn about more
advanced data analytics with Excel or Power BI.
COURSE DURATION FUNDING AVAILABLE
16 Hours • SkillsConnect
35
NICF – DATA APPRECIATION TO EXTRACT
BUSINESS VALUE (SF)
This course will show you how to link and model data in Power BI and create visual
reports that reveal data insights. This powerful collection of software, apps, and
services will help you analyse your organisations data and uncover insights and trends.
Although the Power BI desktop client will be the primary focus, an introduction to the
Power BI web app will also be provided.
COURSE DURATION FUNDING AVAILABLE
16 Hours • SkillsConnect

BUSINESS ANALYTICS WITH QLIK SENSE

Business Analytics with Qlik Sense, ascenario-based course addresses the
fundamentals required to enable you for self-service visualisation and discovery. The
course combines demonstrations and hands-on exercises to teach the essential
concepts for designing beautiful and effective Qlik Sense visualisations and guided
stories.
COURSE DURATION FUNDING AVAILABLE
16 Hours • Institute of Banking and Finance (IBF)
Enhanced Funding
• Training Allowance Grant
• SkillsFuture Credit
• Union Training Assistance Programme (UTAP)

Find out more at

https://www.ntuclearninghub.com/courses/virtual-live-classes/
About the Research
RESEARCH METHODOLOGY
Over 700 working professionals in Singapore were surveyed at the start of 2020.
The respondents included 200 business leaders (line managers or assistant directors
and above) and 500 employees to uncover a dual perspective about the data skills
gap in Singapore. One-on-one interviews were also conducted with business
industry leaders to gain expert insights about the topic.
*NTUC LearningHub conducted a follow-up survey in April 2020 to understand how
the effects of COVID-19 has impacted employers’ views on the importance of data
literacy, data analysis and business intelligence tools.

PROFILE OF RESPONDENTS
Business Leaders

34%
Out of the total of 200
respondents that completed the

62%
employer online survey
were aged 45
and older.
were male.

63%
respondents were between
the ages of 16 to 44 years old.

The respondents came from all 6 industry clusters:

21% Professional Services

17% Manufacturing
15% Built Environment
13% Essential Domestic Services
11% Trade & Connectivity
5% Lifestyle

25%
respondents
had their monthly personal
income fall between
SGD$6000 to SGD$7999.

Majority of the respondent (81%) work in the private

sector and remaining worked for the public sector.
30%
belonged to
management

40%
department.

held a director
position or higher.
60%
had a manager or
senior manager
job role.
Employees
Out of a total of 500 respondents
that completed the employees
online survey

52% 34%
were aged 45 and older.
were female.

67%
respondents were between
the ages of 16 to 44 years old.

The respondents came from all 6 industry clusters:

24% Professional Services

15% Manufacturing
14% Essential Domestic Services
12% Built Environment
7% Trade & Connectivity
7% Lifestyle

38%
respondents
had their monthly personal
income fall between
SGD$2000 to SGD$3999.

Majority of respondents (76%) work in the private sector and slightly more than
half of the respondents (54%) had less than 10 years of work experience.

66% 84%
of the respondents
held a job position worked in an office
below managerial level. environment.

16%
worked in jobs that
involve manual labour.
About
NTUC LearningHub
NTUC LearningHub was corporatised in 2004 with the vision of transforming

the lifelong employability of working people. We work with both corporate

and individual clients to provide learning solutions in areas such as Infocomm

Technology, Healthcare, Employability & Literacy, Business Excellence,

Workplace Safety & Health, Security, Human Resources and Foreign Worker

Training.

To date, NTUC LearningHub has helped over 21,000 organisations and

achieved over 2.5 million training places across more than 500 courses with a

pool of over 400 certified trainers. As a Total Learning Solutions provider to

organisations, we also forge partnerships and provide a wide range of relevant

end-to-end training solutions and work constantly to improve our training

quality and delivery.

38
For more information, visit www.ntuclearninghub.com.

TRAINING HOLISTIC SKILLSETS

To succeed in an Industry 4.0 world, we believe that Worker 4.0 will need to have
holistic Adaptive, Technology and Technical skills.

ADAPTIVE TECHNOLOGY TECHNICAL

Ability to navigate and Knowledge and mastery of Job-specific knowledge
influence change and solve digital systems and and skills
complex problems programmes
 AWARDS & ACCOLADES
Global Education Partner
of DevOps Institute – Elite Partner
(exclusively in Singapore and SEA region)
Top John Maxwell Leadership
Worldwide Partner
ICDL Asia Top Performer 2019
2018 Microsoft Singapore Partner
Recognition – Learning Partner
(Community)
We are the only Oracle Approved
Education Centre (OAEC
in Singapore and an Oracle
Authorized Education Reseller

AT A GLANCE >400
certified trainers
>500
courses

39

Across
Worked with over 5 Training Centers
21,000 organisations
since 2004

with
2.5million
training places since 2004

Currently delivering 200,000

training places a year
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