BrazilSeven key components for a workforce development strategy
In today’s rapidly evolving and tight IT talent landscape, organizations face a plethora of challenges in developing and engaging their staff. Experts from IDC Metri outline why a workforce development strategy is essential, and walk through seven pillars of any workforce development plan.
On the talent front, CIOs are tasked with building and maintaining a team capable of handling emerging technologies like artificial intelligence, cybersecurity, cloud computing, and data analytics, all while running the IT operations in a reliable and secure manner. In light of rapid technological change and fierce competition for skilled technology professionals, realizing this goal is emerging as a notoriously difficult challenge.
Workforce development strategy
To navigate these challenges, it is crucial to develop a comprehensive workforce development strategy. Such a strategy is essential because it ensures that an organization continues to have access to the right talent, ensuring it has the right people to serve its clients and other stakeholders. A workforce development strategy also aligns an organization’s talent and skills with its strategic goals, ensuring the business remains competitive and innovative in a rapidly changing environment.
So what should be included in a workforce development strategy? Seven key components to consider:
Enhance the Employer Brand
Focus on making the organization an attractive workplace for top talent. Build a reputation as an employer that values professional growth, work-life balance, and meaningful work. Offer competitive compensation, but also create an environment where employees can envision a long-term future. Implement mentorship programs to ensure knowledge is preserved and passed on.
Embrace Continuous Learning
Make ongoing education a cornerstone of the organization. Create internal learning programs where team members can constantly upskill and reskill. Partner with educational institutions and online learning platforms to bring the latest knowledge directly to employees. Remember, the skills the team needs today may not be the skills they will need tomorrow.
Conduct Regular Skills Audits
Regularly assess the team’s capabilities. Conduct skills audits and use predictive analytics to forecast the expertise that will be needed in the future. Build relationships with universities and coding bootcamps to create a steady stream of fresh talent ready to join the organization.
Provide Clear Career Paths
For existing employees, map out clear career progression routes. Show them the exciting opportunities they can reach within the organization. Encourage them to explore different roles and take on challenging projects that push the boundaries of their skills. A team that is learning and growing is more likely to stay committed to the organization.
Foster a Learning Culture
Create an environment where learning is ingrained in the company culture. Allocate time and resources so team members can engage in skill-building activities. Recognize and reward employees who acquire new skills and apply them to solve complex problems.
Leverage Technology for Development
Use the very technologies driving industry changes to support workforce development efforts. Implement AI-powered platforms to create personalized learning experiences for each team member. Utilize virtual and augmented reality training programs that allow employees to practice new skills in a safe, simulated environment.
Sourcing of IT talent
Bringing in talent from external providers, known as IT sourcing, can provide companies with immediate access to scare talent, enabling scalability and flexibility, as businesses can adjust staffing based on project needs without long-term commitments. Moreover, IT sourcing can accelerate innovation and digital transformation by providing services and supplying experts in cutting-edge technologies.
Another benefit of IT sourcing is labour arbitrage: businesses can optimize labor costs by sourcing talent from regions with lower costs. This is particularly popular in back-office domains.
