Overview
“In 10 years, the skills and knowledge in your organisation will bear little resemblance to those we have today”
To ensure an organisation’s workforce is able to fully adopt cloud to fuel a digital transformation, clear frameworks, tools and plans should be provided for the construction of successful workforce transformation roadmaps. For such a roadmap to be useful it should start in the future. The cloud strategy (ref. the Weolcan strategy map) translates strategic objectives into cloud competences needed in the future. These competences should be used to flesh out a roadmap, allowing to plan for the expertise you’ll need. It should provide guidelines on how to answer these 3 most compelling questions:?
- How do you identify, source and recruit scarce cloud talent and expertise??
- How do you cultivate new cloud expertise and skills without hiring people??
- How do you maintain cloud talent? Moreover, if proper career and incentive management is insufficiently addressed, the risk of a “cloud brain drain” is high.?
Identifying, sourcing and recruiting future cloud talent and expertise will require new recruitment methods like talent marketplaces, hackathons and competitions, and by fostering direct liaisons with universities. To improve inhouse skills without recruiting, proven methods are adopting a buddy system, building a digital learning environment to foster engagement and improve agility, grooming talents to become versatile, but most importantly, building a trusted alliance with HR. To retain precious cloud talent the first step is to make people your top priority. Partner with business and HR and market a compelling employment value proposition including company branding (culture, inspiring, high performing, socially responsible), exciting work (challenges, continuous learning, mobility and growth opportunities, flexibility and autonomy), remuneration (pay for performance, work life balance), great people (innovative leadership, talented people, fun and openness, trust and safety).
Activities checklist
Initial:
- Assessing current knowledge and skills (“old IT and cloud related) currently in-house?
- Translating needed future competencies in cloud roles and profile descriptions?
- Drafting a workforce transformation roadmap ( feeding into the strategic objectives)?
- Drafting an employment value proposition ?
- Designing a learning portfolio (what education and training will be offered, to whom and how?)?
- Designing a sourcing portfolio (what sources of IT competencies and services —internal and external —can be used to fill the gaps?)
Recurring:
- Building alliance with HR, business and management?
- Organising marketplaces, hackathons, competitions to attract new talent?
- Maintaining relationship with universities
RASCI
| cloud consultant | consulting | transformation consultant | responsible |
| cloud architect | consulting | cloud partners | |
| cloud security specialist | DevOps team | informed | |
| cloud developer | business stakeholder | ||
| cloud engineer | architecture | informed | |
| cloud analyst | security | informed | |
| product owner CCoE | informed | finance | informed |
| management | accountable | procurement |