Build an Annual IT Talent Strategy
A strategic approach to enable the IT workforce.
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People practices in IT can no longer take a back seat. Balancing organizational and employee needs is a priority.
- Info-Tech found that 91% of IT departments believe they either outright own or closely collaborate with HR on IT employee experience.
- However, only 12% indicated that their IT organization is highly effective at designing positive employee experiences ("IT Talent Trends 2024").
- Either what IT is doing to impact the employee experience isn't working or employee expectations are changing more often than IT is adjusting its approach.
Evaluate four key pillars annually so your talent-related efforts in IT will be more effective:
- Culture: Align talent practices that reinforce behaviors with the desired culture of the IT organization.
- Organizational Structure and Roles: Determine the structural changes necessary to support optimal interactions.
- Learning and Development: Define the skills that support organizational objectives and methods for obtaining those skills.
- Recruitment and Retention: Ensure IT leaders participate in recruitment and identify the most impactful components for retention.
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Onsite Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn’t enough, we offer low-cost onsite delivery of our Project Workshops. We take you through every phase of your project and ensure that you have a road map in place to complete your project successfully.
Book NowModule 1: Pre-Workshop: Gather Informative Inputs
The Purpose
Conduct diagnostics and gather information to uncover the needs of the organization and IT employees.
Key Benefits Achieved
Gain data-driven insights to inform your IT talent strategy build process. Ensure you make decisions based on recent information and avoid assumptions.
| Activities: | Outputs: | |
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| 1.1 | Conduct the Management and Governance Diagnostic. |
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| 1.2 | Conduct the IT Staffing Assessment. |
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| 1.3 | Collect documents and information (e.g. strategy, objectives). |
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Module 2: Establish the IT Talent Strategy Map
The Purpose
Analyze and review the results of diagnostics to determine their people-related impacts and organizational needs.
Key Benefits Achieved
Identify and document the goals and measures of your IT talent strategy based on the organizational context to build clear alignment.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Review IT's strategic objectives. |
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| 2.2 | Review IT Staffing Assessment results. |
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| 2.3 | Review Management and Governance Diagnostic results. |
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| 2.4 | Assess IT's current performance state. |
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| 2.5 | Identify talent risks that will impact organizational goals. |
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| 2.6 | Identify IT talent goal statements and measures. |
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Module 3: Focus on Culture and Structure
The Purpose
Dive deep into the first two key pillars of the IT talent strategy to identify strengths and opportunities for improvement.
Key Benefits Achieved
Determine how the IT management team will build and sustain the desired culture and optimize the organizational structure.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Assess your current IT culture. |
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| 3.2 | Write your desired IT culture statement. |
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| 3.3 | Identify behaviors that exhibit the desired culture. |
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| 3.4 | Identify sustainment tactics. |
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| 3.5 | Review the current structure against the strategy and diagnostic results. |
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| 3.6 | Identify organizational structure optimization initiatives. |
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Module 4: Focus on Learning, Recruitment, and Retention
The Purpose
Dive deep into the final two key pillars of the IT talent strategy to identify strengths and opportunities for improvement.
Key Benefits Achieved
Ensure the IT organization has the learning and development methods to develop critical IT skills. Define IT’s role in recruitment and retention.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Prioritize skills needed for the IT organization. |
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| 4.2 | Identify learning requirements of IT for prioritized skills. |
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| 4.3 | Document methods for obtaining prioritized skills. |
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| 4.4 | Optimize IT's role in the recruitment process. |
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| 4.5 | Identify retention initiatives. |
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Module 5: Finalize the Roadmap
The Purpose
Complete your IT talent strategy by building a highly visual and compelling presentation that is customizable and executive-facing.
Key Benefits Achieved
Design a simple, appealing, and data-supported communication of your IT talent strategy for key partners.
| Activities: | Outputs: | |
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| 5.1 | Prioritize initiatives. |
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| 5.2 | Assign accountability and timelines. |
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| 5.3 | Plan check-in cadence and annual strategy review. |
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| 5.4 | Build the communication plan. |
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| 5.5 | Finalize the IT talent strategy report. |
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Module 6: Post-Workshop: Next Steps and Wrap-Up
The Purpose
Finalize the IT talent strategy and set up any ongoing review that is needed.
Key Benefits Achieved
Create a critical initiatives plan that outlines how IT plans to enable an environment of excellence.
| Activities: | Outputs: | |
|---|---|---|
| 6.1 | Complete in-progress deliverables from the previous four days. |
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| 6.2 | Finalize the IT talent strategy report. |
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| 6.3 | Set up review time for workshop deliverables and to discuss next steps. |
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