IT industry continues to have low unemployment rates. For adequately qualified resources, there has never been a better time to work in the field of Information Technology.
Businesses can hire smart people from outside the organization, but a better alternative is to look for skilled people in the current workforce. With sufficient training, internal talent could be the right support for growth and development.
With an understanding of the benefits of upgrading internal it skills, some CIOs have created an internal talent program that could address the skills gap and better equip their workers for long-term IT careers and IT leadership roles. One of the reasons why these types of talent initiatives are so important is that organizations need to do a better job of training their employees to meet the growing expectations of the role today.
The internal IT academies that are more effective are large, branded, and budgeted. Since there is a lot of work to be done and a lot of skill debt to overcome, these initiatives should be big and ambitious.
Top 4 Strategies for Creating a Successful Internal IT Skills Program
As organizations explore or form an internal IT academy, IT leaders who want to build their own IT centers of excellence for up-skilling internal resources, should consider the following aspects:
Understand the mission
An IT academy is for more than just technical upskilling. A CIO’s devotion to their people is demonstrated through an academy: a commitment to their growth in order to enable them to demonstrate commitment for professional excellence of the employees, form deeper relationships and have a greater influence in their career growth path.
It’s critical to prioritize culture and construct a program around it. Businesses should be aware of the organization’s mission, vision, and values. Furthermore, businesses should develop a program that prioritizes team members, ensuring that they feel respected, heard, and engaged in all aspects of their work.
Take advantage of the team’s desire to learn
IT professionals are hardwired to learn. They’re curious and want to keep their skills up to date. Businesses should determine what their employees want to learn and provide it to them. Those sought-after skills are likely to fit with the organization’s current or future needs as well.
The best CIOs are proactive rather than reactive, and they don’t wait to be driven by engagement feedback. However, because feedback is so vital, it’s crucial to listen and make action plans.
Obtain sufficient funding
Adequate funding is required for these talent programs to be successful. Businesses should also provide employees with the time and headspace to pause, push the pause button, and focus on learning new skills.
When organizations consider the high and rising costs of attrition and talent replacement, they recognize that proactive investments in internal it skills up-gradation pay off handsomely.
Continue to invest
A talent program can easily become obsolete and have the reverse impact of its intended purpose if it is not maintained. Businesses should stick to their guns and avoid turning their program into a check-the-box exercise that simply creates more cynicism amongst the employees. The training should be in tandem with the planned skill requirements of the organization, so the investment pays off in a good RoI.