Professional Development in Art focus on Service to People With Disabilities

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While the importance of professional development has already been recognized in organizations, in a market in which top talents are hard to find, it is essential to accept an effective professional development philosophy and execution strategy, if an organisation is serious about talent.

The virtually contempo developer survey from Stack Overflow shows that 62% of the developers are interested in learning about new opportunities while they are non actively looking. This has been a adequately consistent trend in the by few years. While it is already challenging enough to recruit top-tier applied science talents, it is equally challenging to retain those who are in the job.

Also in the 2017 survey, professional development is the top factor that developers utilize to appraise a job. Therefore, in this competitive market place, CIOs and CTOs must develop and implement specific strategic programs for employee professional person development.

Embed more than flexibility in employee engagement model

For example, the survey showed pick to work remote as 1 of the top 5 considerations for surveyed developers. Giving technology employees choice to piece of work remote might allow organizations to recruit and retain competitive talents. Organizations should equip employees with tools from Slack to Trello to enable collaboration and rigorous project management particularly if the squad is distributed.

Create a civilization of open communication and transparency

Technologists tend to be individual contributors. They are typically working on features of products or solving detail technical challenges. To build a cohesive arrangement where employees are inspired and empowered past their teams and their colleagues, CIOs and CTOs should consider creating regular standups or playbacks where technology teams come together to share projects, challenges, interesting learning. Standups and playbacks encourage collective and collaborative brainstorming, provide opportunities for employees to aggrandize aperture, and foster a functioning-enabling culture.

Provide learning opportunities to build new technical skills

Ane of the large reasons that many talented employees in engineering science organizations wait for other task opportunities is that they do non have ability to continue to learn and "get hands dirty" on new technologies, outside their mean solar day-to-mean solar day work. In many organizations, there is limited cantankerous-learning opportunity where employees can take on a new projection to apply new applied science or work on a new product, without existence frowned upon by their direct managers. In add-on, there is limited ways to get training on new programming languages, frameworks or emerging technologies. While new languages and frameworks might not be immediately relevant to the organizations today, they are relevant to allow technologists to stay current. Thus, it is essential to classify budget to enable employees to learn new skills and apply those skills to new projects.

• The survey shows that the tiptop 5 popular programming languages are Javascript, SQL, Java, C#, Python, and PHP.
• The top 5 popular frameworks or libraries are Node.js, Athwart JS, .NET Core, React, Cordova.
• The tiptop five databases are MySQL, SQL Server, SQLite, PostgresSQL, MongoDB.
• The tiptop 5 preferred platforms are Linux, Serverless, AWS, Raspberry Pi, Mac Os.

Budget for innovation

Create hackathons and emerging applied science events where employees can come up together to tinker with new technologies and build proofs-of-concept or minimal viable products outside their normal job. Often times, a challenge is that while the organizations promote hackathons, they leave little upkeep to allow well organized hackathons to accept identify and be replicated in different parts of the organization and in different locations.

Develop technical leaders and not feature engineers

A good engineer is someone who tin write elegant codes and work with product manager to evangelize features or products on fourth dimension. A nifty engineer is not only a good feature engineer but too a well-trained manager who can manage, enable, develop and retain younger technical talents. Equally applied science organizations get more diverse and require talents to innovate aslope business to serve customers, it is e'er more than important for CIOs and CTOs to create mechanisms and paths to develop good engineers into groovy engineers who tin can evolve to become futurity leaders to scale learning, operations and sustained growth of technology organizations and the business organization.

Make professional development a strategic priority for CIO and CTO organizations. This is one of the surest ways to be proactive in retaining existing talents and besides attracting new talents.

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As the global director of emerging technologies in the CTO office at Thomson Reuters, Joyce Shen built and leads the emerging tech practice (enquiry, partnerships, ecosystem) equally well equally the Emerging Tech Venture fund focused on enterprise engineering science, advanced data analytics, artificial intelligence, IoT and fintech, especially blockchain, likewise every bit applications enabled past convergence of various technology areas. She is a regular speaker and writer on emerging technologies, new product development and corporate innovation.

Outside of Thomson Reuters, Joyce teaches data scientific discipline at UC Berkeley. She serves on the boards of various startups, the eastward-Residency program, Tech 2025, is a mentor at various accelerators, and an angel investor. She as well founded Tech China Post and YouCollective.

Joyce was previously the founding executive fellow member and the commencement CFO of Cloud Platform at IBM, responsible for launching the Bluemix cloud platform and the Bluemix Garage. Joyce also spent several years at IBM Corporate Evolution, leading numerous technology acquisitions and divestitures.

Joyce received her undergraduate and masters degrees from the Academy of Chicago.

The opinions expressed in this blog are those of Joyce Shen and do not necessarily correspond those of IDG Communications, Inc., its parent, subsidiary or affiliated companies.

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Source: https://www.cio.com/article/230265/focusing-on-professional-development.html

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