Technology Training from a Manager's Perspective

Every manager who plays a role in researching, selecting or implementing enterprise technology needs to have a firm grasp on emerging technologies. In addition, managers serve the larger business purpose to ensure that technology is being used to the company's best strategic advantage. A program of continual information technology training is crucial to the success of any IT team.

Technology is constantly evolving, and it seems that there is a new product and service released almost daily that is meant to simplify doing business. This can be overwhelming if you do not stay current on the high-level trends of technology and their corresponding impact on business. As a manager, you must take it upon yourself to become proactive by keeping abreast of emerging trends. You need to understand them not only from a technical standpoint, but evaluating them from a higher-level, strategic standpoint. This type of knowledge will help you make conscious and informed decisions on what aspects of new technologies will affect your organization over the next few years.

IT employees have to continually engage in professional development to keep pace with new technologies and applications. They often become technology innovators within the organization, and can serve as internal advocates and trainers. Hence, the trained IT employees can bring the other employees up to speed as end-users of technology.

Employers who invest in employee professional development also tend to reap rewards when it comes to employee retention and job satisfaction. Organizations that encourage their employees to attend training are viewed as being caring and supportive. In such an environment, employees are more likely to stay for the long haul and to have positive attitudes toward their jobs and their companies.

David Schuchman

What to Look For When Hiring a New Employee

Hiring the best people is more critical than ever. In a tight job market, you are able to be more selective about who you hire. However, the cost of finding, interviewing, engaging and training new employees is high. With so many qualified candidates, here are six things that you should look for when you review and interview job applicants.

Professional Competency

Does the candidate have the necessary skills, experiences and education to successfully complete the tasks to perform well? Look for evidence in a person’s past that shows that they can. This doesn't mean that each candidate needs to have done this particular job with this particular title before. Instead, it means the candidate needs to have a track record of success in the skills that the position requires.

Compatibility

Can this candidate get along with colleagues, and with existing and potential clients and business partners? An additional critical consideration is the person’s willingness and ability to get along well with you (his or her boss). If the new employee can’t get along well with others, there will be problems.

Satisfaction with the Organization

You want to hire a candidate who will stick around for a long time. You will  also want to hire a person who will be happy with the job. An unhappy employee tends to be less productive, become a drain on other employees' morale, and may quickly leave your organization.

Fit with Company Culture

Does the candidate seem like they will easily embrace the culture, or does it seem like they will struggle to fit in? Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.

Character

Does the candidate have values that align with your organization? Are they honest; do they tell the truth and keep promises? Are they a team player? It's not enough to just show up at work every day and do the minimum required. Look for candidates who care about getting things done, and to do those things well.

Enthusiasm for the Job

Is this just one job of many the candidate is applying to? Or, does the candidate have a special interest in this one? You would rather hire someone who will be excited to come to work than someone who sees it as "just a job."

David Schuchman