Wanted: Agile Workforce to Deal with Agile Industry

Mike Donoghue is a member of a multinational information technology corporation where he collaborates on the communications guidelines and customer relationship strategies affecting the interactions with internal and external clients. He has analyzed, defined, designed and overseen processes for various engagements including product usability and customer satisfaction, best practice enterprise standardization, relationship/branding structures, and distribution effectiveness and direction. He has also established corporate library solutions to provide frameworks for sales, marketing, training, and support divisions.

The cost of bringing new people into an organization, let alone a project team, is costly.

You lose money when you are missing key staff members, either because of newly defined needs or because of a departure from your workforce, and the effort involved—and resources consumed—to get a new person in place can get very expensive very quickly.

You also lose time, which also can be equated to money, because there is the effort spent finding personnel, training them and ramping up their experience so they can adequately satisfy your needs. Mistakes can happen as a consequence as well, causing further monetary concerns.

In an ideal world, it makes sense to keep productive and informed people on the payroll instead of looking for new candidates. Regardless of the core knowledge that is manifested in individuals through their business skills—and the professional disciplines and tool sets they keep in their own personal traveling roadshow—there are always other processes and procedures that need to be learned in order to carry out a company’s unique functions.

These circumstances can make it extremely attractive for an employer to instead invest in their current staff and ramp up the credentials so they can address existing gaps and future corporate ventures.

However, the faster and faster spin of industry and technology demands that we have…


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