Analytics Certification Training: Want to Become a Professional Analyst?

Are you looking for a career as an analyst? If you are really interested in finding your perfect job as an analyst you’ve come to the right place. You will get world-class training and 100% placement opportunities for internships and jobs in this course. You can complete the coursework in the comfort of your home via distance learning. The utilization of distance learning is of great importance in enhancing your skills and knowledge as an analyst.ABOUT ANALYTICS CERTIFICATE COURSE-The duration of the analytics certification course is about 160 hours of classroom training on different certificate courses such as Business Analytics, Data Analytics, Data Scientist, etc. The training is lead by extremely qualified professionals with years of experience in this field. Moreover, the emphasis is put on practical training rather than on theoretical training since this is more in line with what the jobs involve. Enhancing your skills and teaching modern techniques is the ultimate aim of professionals.

BRIEF DESCRIPTION ABOUT COURSES-1) BUSINESS ANALYTICS- This course is drafted by experts with attention to the demands of professionals who want to pursue their career in this field. Business analytics uses statistical analysis and statistical techniques to forecast the conditions of the market and how it will affect business activities. The job of a business analyst is to determine the current trend and its influence on the business environment as well as to predict the future trends and ways to take maximum advantage of those trends. In the current scenario, it is one of the best career options because of the huge demand from business organizations.2) DATA ANALYTICS- It is divided into two categories-a) quantitative data analysis b) qualitative data analysis. The former focuses on statistical and numerical data while the latter focuses on non-numerical data. It is a process of collecting data from various sources and integrating them so as to determine the best solution.3) DATA SCIENTIST- In this course, students are trained in using data analysis tools, equipment and various software for data mining and data optimization. The job of the data scientist is to determine the best solution among the available choices. It involves going through a series of processes before making the final decision. The first step is collecting the data, the next is performing data mining and doing statistical analysis and forecasting using the data.

BRACE YOURSELF FOR OCEAN OF OPPORTUNITIES-Students are trained by renowned professors with the best knowledge in this field. A 24-hour 7- day-a-week e-learning facility is provided to students along with other online study materials. There is an e-portal on the website on which students can post their questions and have discussions with professionals. After completion of the course there is a placement program available where students are provided with on-the-job training, case studies, live projects and internships. This career option is trending among students not only because of the stable income but because it is also one of the most preferred white-collar jobs.

Don’t Start Your Worksite Wellness Program This Way (Avoid These Five Common Mistakes!)

Employee health and wellbeing programs are all the rage today. New programs are being launched all the time. If you are thinking about launching a program, you do want to optimize your effort and maximize the benefits, right?

The workplace is often seen as a venue through which to reach adults for the purpose of health education and promotion. While employee health and wellbeing programs are often seen as offering many potential benefits, far too many organizations do not understand the intricacies and challenges associated with launching or implementing an effective and successful program.

The five mistakes listed below are the most commonly made mistakes when launching or implementing a worksite wellness program.

Mistake #1: No Initial Assessment

Far too many worksite wellness programs are launched or implemented without the benefit of a comprehensive, organization-wide needs assessment and subsequent data analysis having been conducted. How do you know what needs to be addressed by the programming and interventions if you have not done any type of assessment?

What You Should Do Differently

Build an appropriate foundation for your program by examining existing, available employee health, wellness and wellbeing data. Find out from senior leaders what they want. Learn from employees what their needs and interests might be. Identify existing resources you can tap into to support your programming and interventions.

Mistake #2: No Program Plan

Recent survey research revealed that only 16% of employers responding to the survey have an employee health and wellbeing plan in place.

What You Should Do Differently

Make a plan! Your program should have at least an annual operating plan to guide its operation so the program is not dependent upon any one person. What happens if that employee dies or leaves the organization? Having a plan in place will mean that your program be sustained, despite the changes. Your plan should be based upon the program’s purpose and that it contains goals, objectives, a program timeline and a budget.

Mistake #3: No Plan for Monitoring, Measuring or Evaluation

The latest survey research shows that less than 45% of the wellness programs in existence today monitor, measure, or evaluate what they do. What value is there in implementing a program if you don’t measure the results it achieves?

What You Should Do Differently

Identify the metrics associated with your program’s purpose, goals and objectives. Create an evaluation plan for how you will measure these metrics for each intervention, where appropriate, and for your program overall.

Mistake #4: Programming and Interventions Not Aligned

The typical employee population can generally be stratified into three different groups based on health risk level: No or low risk, Moderate risk and High risk. One size or type of health, wellness or wellbeing programming or intervention will not successfully address all three groups.

What You Should Do Differently

The programming or interventions you offer need to be aligned with the appropriate risk level. Programming and interventions should also be aligned with employee readiness to change. Employees will also participate more when they have a role in deciding on and in delivering the programming or interventions.

Mistake #5: Lacking Management Support

Successful employee health and wellbeing programs have the support and ideally the involvement and participation of all levels of management. Employees readily notice and take their participation cues from who does and does not actively support and participate in the program’s offerings.

What You Should Do Differently

Talk to all levels of management to learn why they are not supportive of employee health and wellness and then work to resolve or overcome their concerns. Provide the necessary resources to managers and leaders so they will have what they need to support the program with their direct reports.

Wellness is more than having broccoli in the cafeteria or having healthier items in the vending machines. Worksite wellness is about making the healthiest choice the easiest choice for employees.