首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
外语
With cloud, mobility, big data and consumerization, companies are in even greater need of technology talent than they were in th
With cloud, mobility, big data and consumerization, companies are in even greater need of technology talent than they were in th
admin
2019-09-23
76
问题
With cloud, mobility, big data and consumerization, companies are in even greater need of technology talent than they were in the late 1990s, and that talent is in even shorter supply. Computer science enrollments are at an all-time low; baby-boomer workers are retiring and taking all of that legacy — systems knowledge with them; and Silicon Valley is hot again. Would that young, brilliant developer rather join the next Zynga or upgrade the payroll systems at your insurance company?
Two weeks ago, I asked the IT executive readership of my weekly newsletter, The Heller Report, to answer the question: If you had a magic wand, which one talent problem would you solve? Responses poured in and addressed challenges around recruiting, developing leaders, and retaining the talent that they currently have. But more than 70 percent of readers would use their magic wand to do only one thing: give business skills to their technologists. Their people, they worry, are so narrowly focused on the technology that they fail to see the
forest
for the trees. They do not understand the business context of their technology work, nor can they have meaningful discussions with the leaders of the business areas about their technology support.
This lack of business-savvy technology talent is a serious problem for every company that relies on technology to exist (which is, of course, every company). Those beautifully "blended executives," who can talk technology in one meeting and can talk business in another, are rare birds. Yet with technology moving directly into the revenue stream of your company, you need them, and your need is only going to increase.
One option is to spend all of your time and money on recruiting blended executives from the outside. You will be in heated competition with every other company in your market, and if your
recruiting function
is not a competitive weapon for you, you will find yourself in a losing battle. You would be much better off growing your own. Here are some ideas:
Build a rotational program. Encourage your head of human resources to work with your CIO and a few of your other business leaders to build a program that rotates IT people into different functions of the business. This kind of program is not easy, with your CIO having to survive without a trusted IT leader for a period of time, but the long-term result of a good rotational program can be tremendous. It may well be worth the investment.
Involve your business leaders. If a rotational program is too much to take on right now, build a leadership development program for IT that involves your business executives. Encourage your CIO to invite the heads of your major business units to meet regularly with the senior IT team to educate them on their business area. And be sure that you, CFO, are spending enough time with IT. Use that interaction to chip away at the long-standing wall that often exists between the business and IT.
Embed your IT people in the business. By now, your CIO should have restructured the IT organization so that each major business or functional area has a dedicated IT leader. These positions are called "business relationship executives," portfolio CIOs, or customer relationship managers, and they often report both to the CIO and to a functional or P&L leader. The more time they spend in "
the business
," the more they learn skills beyond IT, and the more valuable they become to you over time. You know you are on the right track when you walk into a business unit meeting, and from the dialogue taking place, you cannot easily distinguish the IT person from everyone else.
The phrase "the business" underlined in Paragraph 7 means______.
选项
A、how to recruit IT staff members
B、how to manage and market
C、how to develop new products
D、how to contact other employees
答案
B
解析
推断题。第7段的主题是让IT人才深入企业,了解企业的运作机制。在该句中,they指的就是上述人才,the business即指企业运营方面的知识,故选B。
转载请注明原文地址:https://kaotiyun.com/show/qAMO777K
本试题收录于:
CATTI二级笔译综合能力题库翻译专业资格(CATTI)分类
0
CATTI二级笔译综合能力
翻译专业资格(CATTI)
相关试题推荐
Whichofthefollowingstatementsistrueaccordingtowhatyouhaveheard?
A、isfreeofpropagandaB、iscontrolledbybigbusinessinterestsC、separatesfactandopinionD、operatesaccordingtoacodeof
TheCommissionisexpectedtoproposeallowingpeopletochoosewhichlegaljurisdictiontheywouldcomeunder,basedontheir【L
TheCommissionisexpectedtoproposeallowingpeopletochoosewhichlegaljurisdictiontheywouldcomeunder,basedontheir【L
A、Bothpan-ArabicandEsperantoarespokenontheradioandtelevisionintheArabworld.B、Educatedpeoplewhospeakdifferent
A、Theshipwasluxuriouslydecorated.B、Theshipwascarryingseveralmilliondollars.C、Theshiphadsomeprecioussculptureso
WhatDoesYourSecondIdentityTellaboutYou?Weliveinthedigitalage,moreandmorepeoplehaveinternetaccess,million
FightingAgainstHungerVocabularyandExpressionsmicronutrientsroadmapdonoragenciessmallholderfoodsecurityp
TheTrendsofChineseTouristsTravellingAbroadVocabularyandExpressionsshoppingtourdutyfreeproductsTahitiM
随机试题
行政法律关系主体的一方是()。
心电一机械分离是指()。
下列哪项是正常产褥期的表现
A、普济消毒饮B、阳和汤C、托里消毒散D、五神汤E、犀角地黄汤丹毒属风热毒蕴型的主方为
升高温度,反应速率常数增大的主要原因是()。
与地震烈度水准相对应的建筑抗震设防目标中,说法错误的是()。[2006年真题]
关于给水排水构筑物砌筑材料的技术要求,错误的是()。
保险的基本职能是()。
根据我国《旅游安全管理暂行办法》的规定,旅游投诉管理机关处理投诉案件,能够调解的,应当在()基础上进行调解,促使投诉者与被投诉者相互谅解,达成协议。
在定义一个类模板时,模板形参表是用一对括号括起来的,所采用的括号是()。
最新回复
(
0
)