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Over the years, I have often heard the lament from employers that I.T. people
have no loyalty to their jobs. They get trained at the company's expense
and then move on to better paying jobs within two years or so. It is
costly to replace them and disruptive to the company to lose their system
knowledge and expertise.
Are I.T. people
being disloyal to their employers or are they simply progressing their careers?
Consider what Shelly-Anne has to say:
"Anyone, with
skills that are more than three (3) years old , i.e. unused for the past 3
years, has some big problems if they are looking for a new job. Most
businesses want the new skills, not necessarily because that's where they are at
technologically, but because that's where the IT industry says they should be.
So, keep those skills up-to-date, take a new course here and there (not at your
employer's expense though or you will be stuck there until you pay it off via
actual money or time).... and don't forget to keep your resume updated."
In other words,
if I.T. professionals don't keep their skills and experience up-to-date, then
they risk becoming unemployable. This is because employers are demanding
these skills from recruits, whether or not they are really needed for the job.
Employers prefer not to train recruits in these skills because they could lose
the investment should they leave in a couple of years.
Therefore,
employees have to keep shifting jobs in order to get the skills to get those
jobs in the first place. This is a 'chicken and egg' situation - which
comes first, the employers' demands or the employees' need to be marketable?
I have found
that those companies who retain I.T. staff are generally those that invest in
them by giving them training, experience in interesting work and the opportunity
to learn new technology from time to time. In this way, their need to be
marketable is being satisfied without them having to leave their job. They just
want to feel that they have the freedom to leave if they decide to for some
personal reason, but otherwise they will stay put.
Another thing I
have noticed is that I.T. people will shy away from those companies that impose
very strict conditions on training, such as having to pay back the full cost if
they leave within 3 years. Again, there's a psychological fear of being
trapped in a company for so long, when in practice, the person may happily stay
there for many years.
When employees
have to invest heavily in their own training, then they feel obliged to look for
a better paying job to justify this cost. Perhaps employers should
consider training/education as an investment and not a cost. They should
also consider the fact that they often hire people who have been
trained/educated by other employers or the recruits themselves, so they get this
benefit for free! It all evens out in the end.
My conclusion is
that I.T. people are loyal to their careers first and they will be loyal to an
employer who caters for this fact. It comes down to satisfying the
employees' need to have the freedom to leave if they want to. It's up to
employers to find ways to make the employees want to stay. But that's
another topic altogether.
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We would love to hear what you think of this issue of
CRS News. And of course, if you have any suggestions for upcoming issues that
you would like to share with us, please send those too.
Comments, suggestions, feedback?
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In This Issue:
-
Susan's Snippets
-
Loyalty - to Career or Employer First?
- Tell Us What You Think
-
Subscriptions
- Join ITPS
- Psychometric Testing
-
Who is CRS?
Check our
website for a complete list of I.T. JOBS
New Requirements include:
IT Administrator
(TRINIDAD):-
To manage the Information system
of the organization, including design, development and deployment of technology
policy, procedures and strategies.
Job Ref:SJ149
Business Representative / Analyst
(TRINIDAD):-
To manage delivery of regional and local applications in compliance with the
regional standards and policies.
To manage the relationship, act as a liaison and single point of contact between
Business and Technology Support groups.
To support coordination of Continuity of Business for Caribbean Corporate sites.
Job Ref:SJ148
Webmaster
(TRINIDAD):-
Responsible for the preparation delivery and ongoing maintenance of
corporate internet/intranet websites.
Job Ref:SJ145
Project Manager
(TRINIDAD):-
Responsible for managing a Core Business Application project for its
entire life cycle.
Job Ref:SJ144
AS/400 System Administrator (2)
(TRINIDAD):-
To identify and solve IT- related problems, assist in the
development and implementation of the organization's operating procedures, and
provide technical support .
Job Ref:A3
Still urgently required:
Jr. Programmer Analyst (2)
(TRINIDAD):-
To analyse and model requirements, information flows, processes and
procedures.
Should have working knowledge of COBOL, Access and Visual Basic.
Job Ref:SJ120
Financial Controller
(TRINIDAD):-
Responsible for the efficient and effective management of cash resources,
quantifying strategic objectives, and reporting on the performance of the company.
Job Ref:SB58
Do you have any of the following skills (or know someone who does)?:
Oracle
I.T Sales
AS/400
UNIX
then please register with CRS via
www.crsitjobs.com
to be
among the
first to know of exciting opportunities around the Caribbean for
experienced people with your skills
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