- 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.