- Anja Adam, Manager of Information Security – IT Risk & Compliance, De Lage Landen International B.V.
- Tim Bahorik, Director of User Services, Cedarville University
- Paul Charnley, Director of IT and Information, Wirral University Teaching Hospital
- Angela Davis Dogan, Director of Vendor Risk & Compliance Services, Member of Executive Strategy Team, Lynx Technology Partners
- Roy Hart, Chief Information Officer, British Columbia Institute of Technology
- Brain O’Neill, Chief Technology Officer, TGT Solutions Inc.
- Fumitada Sakamoto, IT Business Partner, Workplace Safety Insurance Board
- Susie Turpin, Salesforce Product Owner and Senior Administrator, The Greenbrier Companies
- Eight anonymous contributors
- 449 survey participants
- IT is an employee’s market.
- Automation, outsourcing, and emerging technologies are widening the skill gap and increasing the need for skilled staff.
- IT departments must find new ways to attract and retain top talent.
- Improving talent management is the way forward, but many IT leaders are approaching it the wrong way.
- Among the current climate of automating everything in the workplace, we need to bring the human element back into talent management.
Impact and Result
- Using talent management strategies that speak to employees as individuals, rather than cogs in a machine, produces more effective IT departments.
- IT leaders who make use of these strategies see benefits across the talent lifecycle – from hiring, to training, to retention.
This guided implementation is a one call advisory process.
Call #1 - Our analysts will explain the findings in the trend report, and help you figure out how to apply the insights to your own organization.
After each Info-Tech experience, we ask our members to quantify the real time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this Blueprint, and what our clients have to say.