Second, it's important to develop you existing IT staff so that you'll want to train more junior members to advance into more senior positions. This often works best with a combination of training and mentoring or junior-senior partnership arrangements. IT management should also have plenty of ideas on this, and will probably want to contribute to staff development plans around bringing in entry-level people and helping junior people...
advance to more senior positions and job roles.
Third, it's important to work with IT staff and management and give them some leeway in terms of training and development. As long as they know their training and development dollars must yield bottom line results eventually (and it's a good idea to set a medium time horizon, such as two-to-four years in terms of when such investments must bear fruit) they will usually stay away from "gee whiz!" topics and concentrate on training and development that is likely to pay off.
Related Q&A from Ed Tittel, Networking Career, Certification Expert
The cyber security skills shortage comes from an aging workforce and lack of interest in security among students. Emphasis must be put on education ...continue reading
Career expert Ed Tittel explains how the value of VMware certs has changed since 2005.continue reading
Career expert Ed Tittel offers his thoughts on the value PRINCE2 has in today's IT job industry.continue reading
Have a question for an expert?
Please add a title for your question
Get answers from a TechTarget expert on whatever's puzzling you.