Investing in the development of employees of your IT department – is it worth it?

Providing the IT specialists with comprehensive support and increasing their skills will undoubtedly bring mutual benefits. Which development forms are worth choosing and why?

According to the HR Indicators Report of 2017, there is a higher employee turnover in the IT industry than in other industries. Specialists usually have up to one year shorter work experience compared to the nationwide result, however, employers try to remedy this phenomenon through more frequent promotions. One way to stop the outflow of employees is to invest in their development.

Expectations of employees

Although the prospect of promotion and attractive remuneration are of a great importance, IT specialists are not only interested in these factors. They expect to be provided with the opportunities to constantly improve their qualifications, in particular through participation in interesting, often pioneering projects and training, allowing them to get acquainted with the latest technologies. It also requires constant development of the managing staff through MA studies.

Good contact between employees and the management is of a great importance and consists, among others, of the unification of the adopted terminology. In the light of The Deloitte CIO Survey 2014 CIOs: At the Tech-junction, over twenty percent of respondents assess the relations with CEOs unfavourably. This is often due to the ignorance of the technology used and the environment in which IT specialists work.

What other investment can be profitable? We have prepared a few proposals that will both improve the image of the employer and allow the development of the employee.

Non-wage benefits

It does not concern only business devices. Providing a private health care package, insurance policy or Multisport card is also almost a requirement today. Employees also appreciate other supplements, which significantly increase the quality of life, willingness to stay longer in a given workplace, and obviously develop their career opportunities.

Language trainings are also worth mentioning here – in the IT industry, a large part of technical documentation is conducted in English, which is why employees want to constantly improve the level of a foreign language. They can also be trained in less popular and non-standard languages ​​that will help in communication with a foreign client. Integration events or tickets to cinemas and theatres will also be appreciated – in order to provide employees with access to a higher culture. In many enterprises, are introduced dinner vouchers, which additionally reduce the cost of living. Such facilities can often constitute a factor that will convince an employee to stay in a given company – even if the competition offers a similar salary.

Training, training and more training

In the IT sector, training expenses are much higher than national average – according to the HR Indicators Report, the training budget in the IT sector constitutes 0.68% of operational costs, while the nationwide ratio is 0.23%. What is important, the number of training hours is similar. Nothing unusual. The IT department requires innovation – it builds the capital of the company and streamline its functioning.

Professional development in the IT industry can be horizontal, that is expert or vertical, that is managerial. IT workers tend to choose the expert development – deepening technical knowledge is more encouraging for them than developing soft skills. Specialist training most often consists in participation in industry conferences and seminars, as well as courses that allow to obtain certificates. Assistance in their organization and reimbursement of costs undoubtedly prove in favour of the employer. Specialist training today is another form of non-wage benefit. It can be especially important for young employees in junior posts who gain valuable skills faster. They are more willing to take on all challenges – including those especially difficult.

Let us mention here another study – conducted in 2015 by Hay Group Poland. At that time, as much as 31% declared participation in at least one training offered by the employer. The trend is likely to be growing.

Raising the competences of IT department employees can be expensive, which is indicated by a higher than average participation of training organization costs in the overall organizational budget. The non-wage benefits that are supposed to prevent the employee turnover are expensive as well. Nevertheless, the benefits are mutual. Therefore, answering the question posed in the title of the article – undoubtedly, it is worth investing in the development of IT specialists.

How can we help you?

Ewa Szenk-Pomierna

Recruitment Officer

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