December 5, 2022

Workforce planning 2023 IT & Tech

Workforce planning is both a critical and time-consuming process for companies. As digitization takes hold of more and more companies, the demand for software developers and IT specialists is on the rise. In this article, we explain what you should look out for when planning your tech and IT workforce in 2023.

Remote Work – Opportunity or obstacle?

The pandemic has shown how well remote work can work - even in sectors for which it was previously considered unthinkable. This ensures that it has fully arrived in companies and it is no longer possible to imagine doing without it. Because there are three main reasons: Flexibility, freedom of decision and cost savings. And last but not least, it has a positive effect on the employee experience, because location independence, home office, hybrid work and the combination of all of these considerably expand the scope for shaping life and work.

However, remote work also entails some risks. On the one hand, there is the danger that employees are no longer bound to the company and thus feel less motivated. Secondly, it is more difficult to organise communication and exchange between employees when working remotely.

Nevertheless, many experts see remote work as a great opportunity for companies. Due to the constant changes in the world of work, it has become increasingly difficult to find qualified staff. With remote work, companies can solve this problem because they are more flexible than traditional companies and the pool of available talent and workers has become larger. Instead of searching regionally, companies can now search globally for the best talent.

Employers should therefore ask themselves what advantages they have as a company and whether they want to recruit employees from the region, from all over Germany or internationally.

Buzzword Employee Experience?

Speaking of employee experience, companies should definitely keep this in mind when planning their workforce for 2023. They should think carefully about how they address their employees and what they offer to create a good working atmosphere for them. This includes, for example, flexible working hours, regular feedback meetings or further training opportunities. As already mentioned, remote work or hybrid work should also be considered. This is because more and more people nowadays value a more flexible working model.

The employee experience is a significant aspect of workforce planning, not only for tech & IT. Companies should focus on finding employees who fit their company and who value a good working atmosphere. Because the "Great Resignation" is not over yet, and many employees are frustrated in Germany as well. Companies must ensure that their employees are satisfied and committed. Because only then can they realise their full potential and make their contribution to the company's success.

The tech strategy is critical

More and more companies are taking their strategic decisions about technology into account when planning staffing needs. Among other things, the technology strategy should take into account how the demands on employees are transforming and what new technologies are being used. When planning human resources, organisations should always bear in mind that it is becoming increasingly difficult to find suitable professionals. Therefore, it is advisable to improve training opportunities for employees and prepare them for new technologies. The risk of reaching a technological dead end is high in the current skills shortage.

On the one hand, companies must therefore develop technology alternatives if necessary. On the other hand, human resources development is the key factor in building the right team for the future.  Because only through continuous training can the company hold its own in the market in the long term.

What about corporate social responsibility?

Corporate social responsibility is another important aspect that should not be neglected in the modern working world. The issue of sustainability plays a major role in this. Companies must ask themselves what impact their work has on the environment and how they can minimise it. This also means, for example, that they do not tolerate child labour in their supply chains and also make ethically correct advertising. The social aspect is also significant. Organisations should ask themselves whether they work fairly and inclusively and what impact their work has on society. 

Especially in an industry that often involves the processing of sensitive data, it is also crucial that companies have high security standards and teach their employees to comply with them. This is the only way to ensure that customer data does not fall into the wrong hands. 

Companies should honestly answer whether they comply with these regulations and principles and can thus offer them to their employees. Also read our article from our colleagues at Paltron on the economics of corporate social responsibility.

Wellbeing - reality or "nice to have"?

The pandemic has also raised awareness of the importance of employee wellbeing and mental health. Employees may be more reluctant to return to work if they do not trust that their employer can protect them mentally. Managers need to be more alert to the signs of stress and burnout and proactively address these issues. The role of managers is crucial and often underestimated. Companies should consider offering mental health support as part of their benefits package. The essential elements of wellbeing can be summarised in four areas:

  1. physical well-being
  2. financial well-being 
  3. mental, emotional and social well-being
  4. occupational and professional well-being

When an organisation fulfils these areas, it is a strong argument for candidates to become part of that company - because it creates a healthier and more productive workplace for all. Employee wellbeing is also an essential part of building and maintaining a successful remote team.

Personnel planning, recruitment, personnel development

If you're like everyone else who has to find their way in the new world of work, you're probably wondering how you're going to find new employees.

Because the classic job ad (also called "post & pray") is dead.  Tech & IT professionals don't need to actively apply - it's the companies that need to be active here.

Making a name for yourself in tech communities, whether by hosting meetings or sponsoring conferences, is one way to raise your company's profile as a desirable employer in the tech industry. If you reward your employees for referrals, you will not only attract new talent, but also keep your existing team happy. Referrals are also often useful because people know each other or have worked together before.

While the HR department of the company is usually trained in active direct contact, there is a lack of expertise in the area of technology and IT. As a result, it is more difficult to identify qualified candidates and answer their specific technical questions about the open position.

That's why many companies call on the support of companies like alphacoders to help them meet their staffing needs and successfully implement their personnel planning. After all, professional competence, a strong municipal network and a high quality of initial consultation are decisive factors in the selection process.

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