DevOps Institute | January 28, 2022
DevOps Institute, a professional member association and certification authority for advancing the human elements of DevOps, today announced its new Continuing Education Program. DevOps Institute's goal is to foster the spirit of continuous learning for all DevOps humans looking to advance their careers and help lead their organizations toward DevOps maturity. The Continuing Education Program equips certified members with the skills, knowledge, ideas, and learning (SKIL) necessary to stay relevant, optimize emerging trends, and meet their professional goals.
To retain their DevOps Institute certification, individuals will need to renew their certifications every two years by obtaining Continuing Education Units (CEUs). They must also be a Learning Community Member in good standing. Learn more about the Continuing Education Program: devopsinstitute.com/continuing-education
"In today's workplace environment, lifelong learning is essential to all humans, and particularly those in IT undergoing a DevOps journey, The Continuing Education Program offers an extensive selection of activities and opportunities that focus on learning, skills development, staying current with modern practices, and professional growth in the digital age."
-Jayne Groll, CEO of DevOps Institute.
The Continuing Education Program benefits individual DevOps professionals and IT organizations in the following ways:
Benefits for Individuals:
Provides greater value to certifications through continuing education credits
Allows individuals to stay competitive with current and most relevant DevOps skills, knowledge, ideas and learning
Supports continuous upskilling that leads to DevOps career advancement opportunities
Demonstrates commitment to professional development to current and potential employers
Boosts resume, personal brand, and marketability to stand out to employers and customers
Increases work productivity and efficiency
Benefits for Organizations:
Enhances employee recruitment and retention – in a competitive hiring market, DevOps professionals want to know that their organization is willing to support and invest in their professional growth
Provides passion and purpose – fostering a culture of continuous learning where work has meaning and purpose
Assists with cross-training and coverage - through learning new or hybrid DevOps skills
Increases team productivity and efficiency
Reduces costs – through reduced downtime, fewer errors, less turnover
How Continuing Education Credits Work
All DevOps Institute certifications expire after two years. To renew a DevOps Institute certification, individuals and organizations must upgrade to DevOps Institute Learning Community Membership and earn the required number of Continuing Education Units (CEUs) through eligible learning activities before the certification expiration date.
About DevOps Institute
DevOps Institute is a professional member association and certification authority. DevOps Institute's mission is to advance the human elements of DevOps. It is the unifying force of an open and growing professional community of IT practitioners, consultants, talent acquisition and executives helping pave the way to support digital transformation and the New IT.
American Staffing Association | December 21, 2021
U.S. staffing companies employed an average of 2.7 million temporary and contract workers per week in the third quarter of 2021, according to data released today by the American Staffing Association—up approximately 90,600 from the second quarter.
Staffing employment and sales have historically seen quarter-to-quarter gains following first quarter declines. While the second quarter of 2021 diverged from this trend, third quarter data showed a return to growth—with staffing jobs increasing by 3.5% quarter-to-quarter and temporary and contract staffing sales growing 3.1%.
"U.S. businesses are turning to the staffing industry for help in filling millions of current job openings, The staffing industry is playing an increasingly important role in today's labor market by providing talent sourcing expertise and workforce flexibility to employers in need of workers, and helping candidates find roles that are the right fit."
-Richard Wahlquist, ASA president and chief executive officer.
On a year-to-year basis, staffing jobs rose 15.2% in the third quarter of 2021 from the same period in 2020—which was still early in the economy's recovery from the initial hit of the Covid-19 pandemic. Temporary and contract staffing sales totaled $36.1 billion in the third quarter, an increase of 21.8% from the third quarter of 2020.
Staffing firms are optimistic about the fourth quarter of 2021, projecting their revenue to grow 9% year-to-year and anticipating an increase of 19% for the full year of 2021 compared with 2020.
About the American Staffing Association
The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices.
Alexander Daniels | July 04, 2019
This is what life looked like last week for all Alexander Daniels staff. A first-class reward for all AD Divisions: HR, Accountancy and Finance, Legal, Offshore, Energy, Engineering, and Global. The event organisers went above and beyond organising a great trip to Barcelona, Sitges to reward our hard working Consultants and Managers, but also to encourage team bonding. “Team building activities can help you to build both a positive company culture and the types of behaviours that make businesses thrive” Benefits of Team Building Activities: Although we had the luxury of stepping away from the usual work office in Birmingham to sunny 40 degree Barcelona weather, there are many benefits of organising team socialising events for employees within a business. It is proven that team building exercises not only improves productivity as it enables staff to come together in a more social and relaxed atmosphere to share ideas, however it also provides an opportunity for an organisation to improve processes, policies and procedures.
RECRUITMENT & RETENTION
SHRM | December 14, 2021
Three recently published reports suggest that while the demand for technology will remain high in 2022, skilled IT workers will be hard to find and difficult to keep.
These trends will disrupt technology projects, but they will also close the gap between technology and HR leaders according to a survey report titled The Impact of Technology in 2022 and Beyond: an IEEE Global Study.
The report reveals that 97 percent of IT leaders agree that their team is working more closely than ever with human resource leaders to implement workplace technologies—though it may take longer than usual due to the staffing shortages.
The Institute of Electrical and Electronics Engineers (IEEE) report, which was published in November, relied on 350 chief information officers, chief technology officers, IT directors and other technology leaders in the U.S., China, U.K., India and Brazil who work at organizations with more than 1,000 employees across multiple sectors.
The IT leaders shared their views on the state of HR technology as the impact of COVID-19 continues to change the workplace.
Respondents predict that in 2022 they'll have a plethora of difficult IT problems to solve:
Maintaining strong cybersecurity for a hybrid workforce of remote and in-office workers (83 percent).
Managing return-to-office health and safety protocols, software, apps and data (73 percent).
Deciding what technologies are necessary for their company in the post-pandemic future (68 percent).
Recruiting technologists and filling open tech positions will be difficult to do in the year ahead (73 percent).
A survey published in October by TalentLMS, part of the Epignosis Group of Companies, and recruiting software company, Workable, suggests there's more trouble ahead. The companies polled 1,200 IT workers for its report and found 72 percent of respondents in the U.S. said they are thinking of quitting their jobs in the next 12 months.
Respondents cited several reasons to quit, with 41 percent saying their jobs had limited career progression, 40 percent noting a lack of flexibility in working hours, and 39 percent citing a toxic work environment.
"The percentage of IT workers [who] are thinking about quitting their jobs is higher than I would imagine,"
- Periklis Venakis, chief technology officer at Epignosis.
Venakis said employers will have to adapt to remote work, which will continue after the pandemic ends. He added that HR should see this as an opportunity because companies can find employees in markets that were closed to them prior to the pandemic.
One company that is watching its IT staff turnover rates is Cloudflare Inc., an infrastructure and website security company based in San Francisco.
According to Janet Van Huysse, Cloudflare's senior vice president and chief people officer, since the pandemic began, the company's employee turnover rate peaked in May 2021. Cloudflare has more than 2,200 employees and an IT organization of 964 workers globally.
"Since March 2020, the IT organization accounted for approximately 30 percent of all our terminations, most of which were voluntary, Primarily, these were due to either career progression, opportunities elsewhere, or because of performance or capabilities fit,"
-Janet Van Huysse, Cloudflare's senior vice president and chief people officer
She agreed with the 2021-2023 Emerging Technology Roadmap for Large Enterprises report from Gartner Inc., published in September, in which 64 percent of IT executives cite talent shortages as the most significant barrier to the adoption of emerging technology, compared with only 4 percent in 2020.
Gartner's survey also showed that among the technology areas affected by IT talent shortages are computer infrastructure and platform services, network, security, digital workplace, IT automation, storage and database systems. IT executives cited talent availability as the main adoption risk factor for the majority of IT automation technologies (75 percent) and nearly half of digital workplace technologies (41 percent).
Yet across all technology domains, 58 percent of respondents reported either an increase or a plan to increase emerging technology investment in 2021, compared with 29 percent in 2020.
As companies seek IT skills, Huysse said HR leaders need to be open-minded about where talent comes from and embrace unconventional paths to tech by using more inclusive hiring strategies.
She added that looking in unconventional areas for talent also means seeking applicants from more geographies. While a larger talent pool diversifies the candidate pipeline, it also creates more complexities for organizations. HR leaders must be flexible in their approach and be ready to support teams and leaders as they make this transition.