• By quade
• 11 December 2023

Overcoming the IT Expertise Gap

Employers in the quickly changing telecommunications industry struggle to identify and train workers with technological know-how.

The telecoms industry confronts numerous employment challenges, as I mentioned in my first piece on the subject, because there are just not enough qualified applicants with the most basic technical abilities to meet demand.

In addition, there is a notable dearth of appropriately qualified applicants, particularly in management and supervision roles, and employee wage expectations are two further variables to be considered.

To upskill, properly train, and guide employees into management positions, it takes years, not months, and costs money. They are setting themselves up for failure when they are promoted into managerial roles that they are not prepared for and are doing so because of employment fairness demands.

In any organization, bringing talent through the ranks requires at least four years of experience, especially in the technically difficult telecoms sector, where this is a significant investment.

Internal hiring is something that Interconnect Systems does, but we would much rather develop our talent pool from the inside. However, poaching and job-hopping are two more problems or irritants that come with it.

“It takes time and money to upskill, appropriately train and mentor staff into management positions – it takes years, not months.”

– Pierre van Aswegen, director, Interconnect Systems.

Following the time and financial commitment made by the company to develop a candidate for a management role, the candidate may leave the company to take a job offer that is too good or may be poached by another organization looking for someone with similar talents.

The latter is fueled by the awareness that parastatals pay salaries that are significantly greater than those in the private sector, which leads to inflated compensation for certain positions and difficult overheads for all South African enterprises.

How should this be handled?

To begin with, establish alliances with outside training organizations, trade associations, or academic establishments to gain access to specialized technical training courses. These kinds of partnerships can increase the efficacy of programs by giving participants access to the newest technologies, trends, and best practices in the sector through outside training experts who offer new insights and experience.

Companies must provide their staff with the technical capabilities required to fulfill industry demands in the ever-changing telecom environment. In what follows, I’ll briefly discuss a few strategies that companies might use to develop their technical workforces.

First, let’s talk about extensive training programs that should include both theoretical knowledge and practical exercises, covering a wide spectrum of technical abilities needed in the sector. Employees won’t be able to fully comprehend the ideas being presented or apply them to real-world situations without this.

Workshops, seminars, online courses, and mentorship programs can all be used to conduct training sessions.

It is essential to set up a specific department or team to develop and offer technical training. Experts in the field who have a thorough understanding of the telecom sector may design training materials and lead sessions, all while offering continuous assistance to staff members.

Offering technical training while an employee is working, under the supervision of knowledgeable mentors, is essential for acquiring technical skills. This methodology facilitates the application of staff knowledge in practical scenarios, problem-solving, and critical thinking skill development.

Promoting employee cross-training is crucial. This will promote a multidisciplinary approach and help them expand their skill sets. This allows them to experience all aspects of the telecom industry, including project management, data analysis from certification tests, network infrastructure design, and above all, customer service.

Cross-training improves adaptability, cooperation, and general comprehension of the telecom environment.

Knowledge transfer, skill development, and career advancement within the organization are facilitated by the adoption of mentoring and coaching programs, in which seasoned workers mentor and assist less experienced personnel in gaining technical abilities.

Mentors can help staff members overcome obstacles in the telecom industry, offer insightful advice, and share personal experiences.

An effective training program depends critically on the regular assessment of employees’ technical skills through performance evaluations, supplemented by constructive comments. This procedure aids in pinpointing areas in need of development and customizing instruction to fill in skill shortages.

Additionally, candidates can monitor their progress and work toward ongoing improvement by establishing goals that are connected to their technical competencies.

Businesses need to invest a variety of resources to teach technical skills in the telecom industry. Depending on the scope of the training programs and the capabilities of the organization, different requirements could apply.

Consider some of these important resource investments:

• Financial investment.
• Human resources.
• Training facilities and infrastructure.
• Technology and software.
• Training materials and curriculum development.
• Time and scheduling.
• Continuous learning support.
• Evaluation and assessment tools.

By taking into account these resource allocations, companies can successfully train technical skills in the telecom sector and provide their staff with the know-how and resources they need to succeed there.

Investing in training programs and revitalizing technical education institutions are crucial components of a holistic national approach. Companies may clear the path for a workforce with greater expertise by addressing these concerns.

In terms of skills development levies, all businesses in the industry would be willing to pay these tariffs if they observed outcomes with higher skills entering the market. However, the truth is that we are simply not witnessing this.

The cooperation of business and technical schools, colleges, and universities, in my opinion, will be crucial to the development of technical skills among the youth of South Africa.

Companies can give students the chance to work while they finish their degrees, resulting in a more well-rounded worker when they join the workforce. This benefits the student, the business, and eventually the telecom industry as a whole.