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 Training
has traditionally been the first area to be cut during a downturn,
and the last to be funded when companies emerge from a slowdown.
However, innovative managers continue to make knowledge transfer
efforts for their team members, writes MOHAN BABU
One of the leading perks available to IT
professionals—training and upgrading of skills—has received
the biggest setback in recent times. In the nineties, companies
would try to woo candidates by offering lavish perks, including
promises of training and updates in technologies, along with opportunities
to work on latest projects using the skills. With the slowdown in
technology sector continuing to loom large, spending on training
is taking a backseat to other essential expenditures. However, companies
with a “big picture” vision that are able to take in the
long-term view of future are finding it advantageous to continue
re-skilling their key people on the latest tools and technologies.
This is especially true because a lesser number of people working
for organisations are being tasked with responsibilities that their
former peers and colleagues too shared.
Training has traditionally been the first
area to be cut during a downturn, and the last to be funded when
companies emerge from a slowdown. However, individual managers in
IT divisions who have the discretion and vision are still prudently
trying to siphon a few resources or using innovative techniques
like knowledge-transfer, “brown bag” lunch sessions to
enrich the collective knowledge of people in their groups.
Indian organisations that are poised for
international growth, especially in the BPO, outsourcing, systems
integration and project management need special focus on training
their workforce, especially the customer-facing, global employees.
This is especially true because Indian companies bid for projects
from a wide array of companies spanning the globe, and need to understand
the nuances of the projects along with the culture of the organisations
requiring the work done. Apart from the technical skills and knowledge
of IT systems, consultants need special focus in the following areas:
- Core technology skills: Most technology
companies try to equip their employees with a variety of technologies
and tools. By doing so, they can easily shift people around, based
on project contingencies and business needs. Some follow the “boot
camp” approach by putting all new recruits through a rigorous
training programme and others train employees on a need-only basis.
- Team player and team management skills:
Almost all IT projects require groups of people to work in a tandem,
coordinating the efforts of team members spread across functional,
technical, even geographic areas. This is especially true for
projects worked for clients in the onsite/offshore model where
a few people working at client sites co-ordinate the efforts of
their peers halfway across the globe. Personal issues, differences
in personalities and other issues have a way of creeping up if
not identified and arrested. All members of the projects need
to be trained to handle such issues, and communicate fluently
and clearly.
- Project, program and systems management:
Although project management is a specialised function in most
organisations, with specialists working to co-ordinate projects,
deadlines, etc; all members of IT teams need to be aware of the
basics of project, program and systems management. Having an overview
of the business process and the different pieces that need to
fit in order to make a project successful, helps each member of
the team to work towards the unified goals.
- Basics of business: Most IT initiatives,
except for those in the area of R&D, are undertaken for one
specific purpose—solving business problems. Naturally, it
follows that people working on IT projects need to be aware of
the business issues they are trying to solve. This may include
functional business expertise like knowledge of Accounting Systems,
Financial Systems, Banking, Telecom, Insurance or other areas
of business.
- Communications and cultural sensitivity:
One of the most important aspects of working with people involves
communication and cultural sensitivity. Communication includes
oral, written and non-verbal communication, including body-language
etc. This also includes moderating verbal accents and understanding
accents of people from across the globe who speak English in different
ways!
The ideas presented here are not set in
stone. Most experts suggest that training be considered a continuous
process and could involve a mix of some of the ideas suggested.
Also, depending on the needs of the situation, specific training
packages can be tailored to address the issues involved.
Mohan Babu is a US based software consultant
trying to find the ‘sweet spot’ where IT meets business.
E-mail: mohan@garamchai.com
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