Within the technological field, when we talk about professional profiles, we always have doubts about how to have the organization ready to face what the business demands of us today, and above all, what “tomorrow” will demand us.
The speed at which IT organizations evolve is incredible, and in these moments when we reflect on the GAP of the profiles we have and those we need, we get scared and ask ourselves a key question:
“Do we invest in the transformation and / or specialization of the existing talent in the company, or do we go to the market and capture prepared talent?”
It is clear that it is never one thing or the other, but the second option always leads to a process of “talent theft” and therefore a clear market inflation.
We are currently in the vortex of “new profiles” to cover topics such as Big Data, Cybersecurity, Blockchain, Digital Transformation, Data Analysis, Product Owner, Scrum Master, Business Analysis, DevOps… But it is also evident that there is a clear worldwide trend: “Profiles that add value are wanted”. Under this premise, we find that the profiles in Infrastructure and Systems area must be more related to the business than to pure technology, as the Cloud infrastructures have changed the way of thinking in organizations, and we no longer have to rely on so much critical physical infrastructure. There is wanted the “specialization” in the cybersecurity fields or information administrate managers, with an ostensible reduction of needs of purely technical medium-low profiles.
Orange: Distinguished profiles
Green: New Profiles
If we already talk about the Software and Applications area, here we are talking about a totally different reality, the irruption of the “Agility” is making “transform” in an extensive way both the culture, the organizational models and the management models of the people, teams and even at company-wide level (Enterprise Agility)
The traditional profile of the “programmer” is assuming the most important transformative change. It is no longer just a matter of being a super-specialist who launches perfect code lines, who dominates a certain technological field, who hides behind a computer and interacts only with the analyst in a “passive” way, without questioning the proposed elements, the solution, the deadlines etc, etc. Why does this profile vary so much? The reasons can be several, among which we highlight two:
- Do not repeat the past mistakes, that make it impossible for us to adapt today to changes and innovations that are increasingly demanding and disruptive, which means changing technical and personal competencies completely.
- New cultures and methodologies focused on the earliest and greatest contribution of value to the client, self-management of the equipment, anticipation of the business, higher quality …
At present, the professional profile that is most valued by organizations is the Full Stack Developer. A cross-sectional profile that can work on both Front-End and Back-End elements, but above all the key competences that have changed the most and that we should have in this profile are the following, and unthinkable just a couple of years ago:
- Team work
- Customer Support
- Problem solving
- Project Management
- Processes of Agile Testing
Moreover, Agile has come to stay, and in the app and software field profiles such as Product Owner, Scrum Master, Agile Coach… suppose a transformation in the roles, but we cannot close our eyes or to stem the tide, all organizations are aware that the low predictability of projects takes us to work in another way. Those Agile profiles already have mix competences that are traditionally required to profiles like Business Analyst, Project Managers, Technical Analysts, Testers… How can we transform those -more traditional- profiles to Agile profiles? There is no standard solution, but from the Netmind‘s experience, we should base on small, continuous and added changes, that allow our teams to see the process of a better and greater personal and professional development, with a beginning and without going back.
For those transformations we must count on programs like Bootcamps that enable the training and the real practice, with mentoring and accompanying processes, that allow through the collaborative learning space to count on a new culture of development, project management, etc…
Example of Bootcamp, up to 8 weeks of intensive training
In Netmind we use the e-Competence Framework and the European ICT Professional Profiles as a reference frameworks for the definition of the competences of the IT profiles. This allows us to help during the definition or transformation processes of our IT professionals.