Today, IT executives are under increasing pressure underwrite accelerating innovation with their organizations -- brought on by a confluence of new digital technologies and escalating market pressures. To meet the challenge, they are pushing hard to recruit and manage talent and maximize their organizational capabilities and resiliency while dealing with unprecedented technical and organizational challenges in digital transformation (DX).
In Critical External Drivers Shaping Global IT and Business Planning (IDC , July 2016), IDC predicted that global demand for digital workers will be one of the most important external drivers that shapes enterprise IT and business strategies over the next two years.
As fast-growth companies look to take their businesses to the next level of digital transformation, to both gain competitive advantage or hold their current market position, we see a shifting set of technology competencies. Individuals with both business and technology (IT) skills are in high demand – especially leadership, analytics, coding, and managing projects to scale -- and short supply! In a recent CNBC post, the top 5 highest-paying jobs in technology industry highlighted include:
- Enterprise Architect – Median base salary: $112,560
- Applications Development Manager – Median base salary : $112,045
- Software Engineering Manager – Median base salary: $109,350
- IT Architect – Median base salary: $105,303
- Software Architect – Median base salary: $104,754
These positions require the capabilities to work on major systems, support large amounts of traffic and customers, and transform new technology into business outcomes. Business and technology executives increasingly recognize that achieving their digital business strategies requires attracting new talent, with new skills and experiences. What makes the challenge critical is that virtually every organization is seeking many of those same skills, and the talent pool is limited.
At IDC, we believe that a digital business strategy without a commensurate talent management strategy is a non-starter - a comprehensive talent management strategy is mandatory. This requires us as IT and business leaders to prioritize our talent management efforts for maximum impact and effect.
IDC has built a talent management framework to help you assess, fill, and optimize your skills portfolio in the face of today's business and technical challenges. To hear more on the next-gen talent management strategies, please join my web conference, "Technology Talent Roadmap: Next-Gen Strategies to Fill the Gaps."