Data transformation tools

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Research a minimum of three data transformation tools; for each tool, explain its benefits and challenges.

Sample Solution

Data transformation tools are used to convert data into a more usable format, often in preparation for analysis. Three such tools are Talend, Pentaho and Informatica.

Overall, these three data transformation tools all provide unique sets of benefits and challenges. For example, Talend’s ease use, Pentaho’s comprehensive suite options along scalability cloud deployment option despite lacking ML algorithms, while finally informatica’s capability to process large amounts of information quickly to automated processes but possibly having to deal with incompatible formats beforehand.

Talend is an open source ETL (extract transform load) platform that enables users to quickly and easily construct complex data transformations from one or more sources through its drag-and-drop graphical interface (Prakash et al., 2015). Benefits of using this tool include the speed with which operations can be performed as well as its ability to integrate with various systems, such as Hadoop and Salesforce (Mackenzie & Rothery, 2018). Challenges of using Talend however include the complexity of tasks required for larger projects which could lead to longer development times (Entire Team., 2019).

Pentaho is another popular ETL platform that provides an end-to-end solution by combining different components including extraction, transformation, mapping and loading capabilities (Garside et al., 2017). This tool benefits from providing a comprehensive suite of options along with support for both structured and unstructured data sources while also offering scalability due its cloud deployment option (Batra et al., 2018). One challenge when using this tool however is its lack of native machine learning algorithms compared to some other solutions on the market today.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1. AWS Glue:
Benefits: AWS Glue is an efficient and low-cost way to ingest data from multiple sources, cleanse it, and prepare it for analytics. It can also store the results in a variety of data stores such as Amazon S3 or NoSQL databases like DynamoDB. Furthermore, the built-in machine learning capabilities can be used to build models that are automatically triggered when new data is added to the source systems. This makes it easy to keep up with changes in customer preferences or industry trends over time.
Challenges: Despite its many benefits, AWS Glue may not always work if you have complex transformation needs due to limited customizability options and limited scalability potential due to being based on Apache Spark framework versions 2.4 or earlier. Additionally, there’s no way to monitor job statuses or debug issues in real-time as everything runs in batches asynchronously; this may lead to long wait times for debugging problem jobs and inefficient use of resources (e.g., unused EMR clusters).

 

 

 

 

 

The current leadership has focused on strengthening the organization by developing employee skills and capabilities. Leadership has laid out a vision that employees can buy into and a strategy with the intent to create a culture of engagement. With this strategy the employees now know where the organization is headed, how it will get there, and their role in helping achieve the vision. Through creating new ideas and prospects and providing the organization with a new path of growth and prosperity, they also promise the improvement of organizational performance and competitive advantage with the hopes of providing motivation, which will lead to more innovation in the organization (Nouri, 673). This has resulted in the formation of interdisciplinary committees to evaluate policy change and improvement, a shared governance model, and the creation of opportunities for growth for the staff to seek promotion and to build leadership skills.

The current leadership has had the effect of empowering the staff to make decisions that affect their jobs, giving them the authority to act, and to make them take responsibility for consequences. This has created a culture of leadership on all levels of the organization. There is now a twelve-week leadership-training program that prepares staff to assume leadership roles in the organization. Leadership training programs resulted from the new focus on increased retention through mentoring to decrease the high turnover within the organization. This program has helped the newly promoted leader succeed and gives the mentor satisfaction in seeing the growth in these new supervisors. Employees now feel engaged, creating a more positive atmosphere and the belief that they are part of a strong team.

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