Entering the New Era:
In today’s dynamic work environment, IT technologists are subject to high pressure of building and
deploying capabilities. This requires a critical set of skills. Therefore there is a need to analyse and understand how digital technologies present opportunities for improving performance.
In a digitally-infused world, to grow an organisation requires support of an IT workforce with strong technology and role based skills. Trusted with a quest to drive innovation, IT leaders today are seeking out and orchestrating alliances across the enterprise world.
Change in the Nature of IT work:
The technology advancements and the fast paced growth of the IT sector has made it a priority factor that the resources hired and retained are the ones who can strike a balance between business, digital and technology skill capabilities.
Organisations can use the new digital 3rd platform operating model, for managing programs and developing software. They can integrate hybrid IT services, such as legacy and cloud, into business-relevant services.
IT leaders need to up/cross-skill their workforce not just by shifting the focus on how work is delivered and by whom, but also by attracting and sourcing new talent. Future workforces will include employees working alongside intelligent machines, a critical collaboration that requires essential training.
Adopting to ‘New-IT’:
As the role of IT is getting constantly redefined, harnessing technology talent which can orchestrate and drive innovation has become imperative.To stay ahead of the change curve and to move at the speed of change, Progression of talent pool from existing to new-IT skills is sure to add value to the organisation. While the definition of ‘new IT’ is constantly getting rewritten,aligning the workforce to what is ‘in-demand’ quickly ‘on-demand’ will define the agility and productivity of theteams.
Talent Eco-System:
IT workers today engage with workforces from varied backgrounds and areas. They deal with resources that come from across, within and outside the business. Hence, the IT employees today are drawn to ongoing innovation. The IT roles in the industry demand for candidates who are both business oriented and street smart. More and more organisations
are using branding and culture to attract the preferred skills. They are no longer focused on legacy support.
Talent Transformation:
As the bedrock of technology fundamentally shifts, IT leaders need to manage not only the role of the IT organization, but also the impact on the broader technology workforce across the enterprise. Actions to reshape the IT organization include:
Change in the Workforce mind-set:
• Concentrate on transformation rather than incremental fixes.
• Create a plan to up-skill the workforce as per the organisational demands and the
emerging technologies
• Assess how the organization’s skills and talent are being developed and managed on an
ongoing basis.
• Develop new digital career paths and roles.
• Evaluate the skills of their aging workforce and adjust training and development methods
accordingly.
Proactively bring the change in Talent Ecosystem:
• Identify and fix legacy workforce issues.
• Transform the IT workforce to move forward from a linear IT function to capabilities in
lateral and contemporary IT deliverables.
• Re skill talent, teams and capabilities along the way to introduce the flexibility and versatility required
IIHT's Value Proposition:
Blended Learning is a melange of services that helps organisations enhance the ability and proficiency of their employees. It is an initiative of combining conventional style face to face training and contemporary online learning to bring out the most effective results. IIHT via an intentional and integrated approach successfully executes the blend of methods in accordance the needs of the Trainee and the Technology. Transform your IT workforce from the legacy IT skill-sets to Digital Technologies by way of Blended Learning.