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The Demand for Skilled Talent Report highlights that many Australian businesses have fast-tracked digital transformation efforts over the past two years, and that the skills that employees need are not only evolving, but are also resulting in new look job descriptions.1
There are three tactics that organisations employ to increase the quality and success of their ICT and digital recruitment efforts: increasing the use of remote workforces, expanding technical into generalist skills, and broadening the industries in which candidates can have developed their skills.
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Conclusion: The demand for software – in particular software that automates and streamlines specialised business processes, customer-facing services, and field-force ready solutions – is continuing to grow. The challenge for modern ICT departments is twofold: keeping up with this demand while remaining constrained by resources; and delivering improvements quickly and iteratively, following Agile principles.
New, low-code platforms that target developers may improve the output of an organisation’s software development teams. In addition, low-code tools targeting non-developers (business analytics or even citizen developers) can also play a role. However, both technical and human factors need to be considered to gain additional capacity. Determining the level of complexity for any given application request, and linking ideation to the framework for determining application requirements, can best set expectations for the results that low-code can provide to organisations.
The COVID-19 pandemic has raised expectations for improved organisational processes, new policies, and evolving workplace habits. Armed with experiences from 2020 and 2021, many (not all) knowledge workers now prefer to work for organisations that can give them tools to do their jobs remotely and effectively. What is often overlooked in this discussion is the increased need to consider diversity and inclusion in a hybrid work enablement process.
Leaders have critical decisions to make in relation to both hiring and the creation of a workplace that embraces diversity.
IBRS recently conducted a Cloud migration case study to determine how organisations can find a balance between cost, risks and benefits. Since Cloud migration is becoming an important business process, it is necessary to develop a Cloud migration roadmap framework when considering a program through a compelling business case.
Conclusion: ICT leaders are increasingly expected to combine traditional technical skills with leadership competency in an agile and flexible environment. This often presents a challenge: how can leaders connect with teams and individuals, from across disciplines, rapidly, and in a positive performance manner that achieves organisational and employee outcomes.
This paper covers how the principles of situational leadership can be leveraged by ICT leaders, to influence the approach applied to their management of individuals and mixed teams, to drive cohesion, collaboration, and delivery, and avoid dysfunction.
Due to the scarcity of skilled ICT professionals and managers, organisations will inevitably seek extra capacity from augmented services providers to address the shortfall. Staff conducting due diligence to find the best provider and qualify the providers must be unafraid to ask difficult questions, business savvy and, when dealing with providers, able to separate the wheat from the chaff. Identifying providers with the capacity and ability to deliver the desired outcomes and are a good fit is not an easy task.
If the staff find that no provider can deliver what is required, stakeholders must either:
Major increases in demand for ICT and business professional employment in the year 2020 have been reported, despite the economic downturn. These increases are important to note as they signal a post-pandemic increase in ICT investment in the year 2021 and in future years to support enhanced business systems and demand (user) computing.
To complicate matters a survey of Australian CIOs indicated that it will be more challenging to find qualified technology employees in 2021 compared to pre-pandemic market conditions. Unless recruitment programs are well thought out, the inability to recruit the right people will stifle plans to take advantage of ICT growth opportunities in 2021.
At 21.7 per cent, staff attrition within the Australian Information Technology (IT) sector is unsustainably high. Staff recognition can be defined as the action or process of recognising employees for the work completed through words and gratitude1. Over the past five years, globally, organisations have increased their focus and investment on employee reward and recognition.
However, despite this increased focus, research shows that recognition is not occurring as often as it should be, as only 61 per cent of employees feel appreciated in the workplace1. Research also shows that even when recognition is provided for employees, it is not executed well or enacted correctly 1/3 of the time.
Organisational development and human resource studies demonstrate that reward and recognition programs commonly do not resonate or hit the mark for employees, if they are: not authentic and sincere2, only provided in a single context, or are based on award criteria that is overly complex or unattainable3.
This paper covers how leaders and organisations can recognise and then subsequently avoid these three common pitfalls, to maximise the investment into employee reward and recognition programs and efforts.
18 February 2021: The latest Australian Bureau of Statistics (ABS) Labour Force report highlighted major increases in employment for ICT and business professionals.
Net increases of note in the period were:
These increases are consistent with forecasts that found ICT spending would increase in 2021 tosecure growth opportunities and support remote staff.
Employment increases of the scale above inevitably trigger investment in new systems that needinnovative software solutions, hardware, and specialised ICT services, all of which open the door formarket-ready vendors to promote their offerings.
Related IBRS Advisory
Fear of missing out (FOMO) drives information and communication technology (ICT) leaders to look at new ICT applications with the promise of greater benefits. Many organisations then fail to maximise the value of their existing applications and Power BI is no exception. Hidden under a Microsoft enterprise agreement, organisations and staff are often unaware of Power BIs full capabilities.
Excel still remains a default position for most data analytics. The main reason is familiarity and flexibility to construct, but it has limited access to data warehouses making it less efficient as a business intelligence (BI) tool. Complex problems require multiple spreadsheets to capture and analyse data from multiple sources. Changes are often tedious and time-consuming.
To generate meaningful business insights, ICT leaders need to initiate the use cases and upskill staff with BI tools such as Power BI which are capable of agility and real-time value add.
COVID-19 has presented a number of challenges for business and the underlying Information and Communication Technology (ICT) in particular. These challenges have presented both as crisis and opportunity but all have been compelling events. To paraphrase Winston Churchill, ‘never let a good crisis go to waste’. In each case, this will only be possible when the lessons learned are properly investigated and documented, allowing evidence-based decisions to ensure organisations improve the way business is done.
The COVID-19 pandemic has resulted in many changes to the way business is done, how employees contribute, and how customers interact. Taking the time to evaluate performance, document the lessons learned, and to improve your business decision processes is invaluable. Applying the technical and business lessons learned from the period of this pandemic will add value for many years to come. It will allow your organisation to reinforce successes, avoid possible errors, and potentially improve its position in the marketplace.
Conclusion: Organisations that laid off IT and business professionals during the pandemic due to cost pressures will find it challenging post-pandemic to reset IT services needed to meet client service requirements and those of much leaner organisations.
With many employees working remotely, organisations will need to enhance their cyber security skills while providing secure services in a price-sensitive and cost-constrained environment in which many clients will also be struggling financially.
Vendors will also find it difficult to grow a client’s technology base post-pandemic due to their clients being short of capital, which will frustrate both parties, and once the solution is justified fewer skilled staff (than pre-pandemic if lay-offs occurred) will be available to implement them.
Conclusion: Since the rise of personal computing in the 1970s, organisations have focused on acquiring digital tools and, since the late 1990s, on promoting digital skills. While we are now in the midst of the fourth industrial revolution, where digital skills are essential, the so-called soft skills of employees also need to be constantly updated and upgraded.
Conclusion: The analysis of various and complex data sets could provide a catalyst for team collaboration. One of the challenges organisations will face in combining teams is setting out the conditions in which they will work together. Looking past obvious differences in background, or so-called professional culture, will be necessary to organise roles with the talents available.
Initially devise pilots to assess teams and roles and the value of the output. The development of data projects should produce quick benefits in terms of output and team cohesion. Understanding of the analytical insights should be shared widely in order for the benefits to reach as many within an organisation and bring change where it is needed.
Conclusion: Many technical, and systems related, documents are hard to read and authors run the risk only a fraction of their target audience read them. Those that do read them have difficulty reading them with understanding. The problems with hard to read technical documents are likely to exacerbate as an older age group remain in the workforce and they represent a challenge for workers whose primary language is not English.If we are to have an efficient and productive workforce, we must ensure that those who need to can both read our documentation and understand it.
DevOps, business intelligence (BI) and data, machine learning (ML) and artificial intelligence (AI) are all driving rapid change within IT departments. The challenge will be finding Cloud certified people to meet the rising demand.
Leaders have two main choices. Upskill their existing teams, or embark on a recruitment campaign that brings in Cloud certified professionals to manage Cloud migration and provide the ongoing support and optimisation needed to bring the full value of Cloud to IT operations.
For organisations who suddenly realise how far they are behind on the Cloud value curve, pressure will mount to deliver results quickly. Make sure staff are certified and ready to address your hybrid or multi-Cloud environments.
Conclusion: Making a business case for human capital management (HCM) solutions can be undervalued by senior leadership who do not share the same perspective as the teams involved in the proposal. Securing their commitment through highlighting pain points and respective solutions can build momentum for digital transformation.
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