Continual and increasing change in both the business and technology environments has created a serious challenge for organizations. Successfully managing change has now become a critical success factor in all industries, and a key component of that success is the attraction, retention and motivation of Information Technology (IT) professionals.

The challenge for IT and Human Resource (HR) executives is well documented. The challenges include:

     • IT turnover is increasing
     • Quality resources are scarce and expensive
     • Standard HR practices are not working in IT

These challenges require firms to develop an IT-HR solution that supports their business strategy and works within the business environment. Firms must identify the right combination of rewards and incentives to keep their current staff and attract new talent. And most importantly, they must develop methods to manage, measure, motivate and reward IT professionals and forge a new relationship with HR.

CoreTech Approach
As an IT consulting firm with a broad set of capabilities, CoreTech has long realized the importance of the ‘human factor’ in the successful implementation of technology change. It is essential that companies bridge the gap between the needs of their IT departments and those of the professionals required to get the job done.

To help clients address these critical issues, CoreTech has developed the IT-HR Life Cycle Framework, which encompasses the current best practices for the IT industry. CoreTech’s approach begins with the client’s business strategy, technology strategy and sourcing strategy. Based on these strategies, the IT People Strategy can be developed.

CoreTech’s IT Human Resource Life Cycle identifies and demonstrates the complexity of HR management and highlights the interconnection between the key areas of recruitment, retention and redeployment. By addressing the entire life cycle, firms can see immediate impact and a dramatic change in their recruitment and retention rates and, as a result, a reduction in their overall cost of turnover.