ISACA Conference North America 2022 last month featured the launch of ISACA’s new initiative focusing on the pursuit of 数字的信任, which was a recurring theme throughout many of the event’s presentations. 两个扬声器, David Foote和Sushila Nair, spoke about the state of the workforce in 数字的信任 professions and about the struggles of employee retention.
是什么把他们联系在一起的?? 关注人性.
“Most of the questions I got as an analyst at Gartner prior to starting my own firm were about people,——大卫·富特, Foote Partners首席分析师, 有限责任公司, 他在介绍他的报告时说, “Analyst View: A Data-Driven Insider’s Guide to Accelerating CyberSec/Risk/隐私/治理 Careers.” He emphasized that is it more important than ever to pay attention to the human side of this industry because companies do not realize how disconnected their workers feel.
Most companies assume that in order to retain employees, they must simply offer increasing amounts of money; however, 根据Foote的研究, most employees in 数字的信任 and other fields want to feel like they are valued. 事实上, 51% of tech workers surveyed said they were willing to sacrifice 5% or more of their pay to be in control of their working hours and location. This echoes a larger sentiment from 87% of surveyed workers, who reported a desire to be in control of their schedules and have their performances measured purely by results. The inability to be flexible with employees’ hours, 天, and options to work remotely is just one of the reasons that around six million people have voluntarily left the workforce since the beginning of the pandemic.
在她的演讲中, “Workforce Transformation: Cloudy Days are Here,Sushila Nair, vice president of security services at NTT DATA, delved into detail on the current state of the cybersecurity workforce and outlined solutions to increase employee retention.
根据Nair和ISACA的说法 网络安全状况2022报告 , 62% of respondents reported that their cybersecurity teams are understaffed; 63% said they have unfilled cybersecurity positions; 55% said their applicants are not well-qualified; and only 30% said their HR departments regularly understand cybersecurity hiring. There is a glaring skills gap present in the industry that needs to be addressed promptly, as Nair highlighted that those who take longer to fill such positions also report more cybersecurity attacks.
我们如何解决这个技能差距问题? 根据奈尔的说法, 有三种方法:雇用最优秀的人, 提高在职工人的技能, 或者从头开始. Technical skills are easier to build than soft skills, but 54% of respondents cited “soft skills”—some of the most in-demand being communication skills, 情绪和社交智力, 团队精神, 创造力是最大的差距. Utilizing metrics like certifications and self-assessments, Nair encouraged organizations to conduct a skills gap analysis and enable a 70/20/10 model to help foster a culture of learning within companies. This model operates under the assumptions that 70% of learning comes from experience and experimentation, 20%来自与他人的合作, 10%来自有计划的学习解决方案. That is why resources like those that ISACA chapters provide are crucial for success.
Employees also need to have the proper motivation to continue to develop their skills and knowledge; Nair argues that it is crucial to lead by example by rewarding and compensating the behavior that is in line with a learning culture, 并给人们一个努力的目标. “If you don’t have a list of goals, how will you reach them?她在演讲结束时摆了个姿势.
Communication remains key, both in 数字的信任 professions and beyond. Nair encouraged organizations to communicate the things they value, 包括关于学习的价值观, from the very beginning in any job descriptions they post. These values should be present in performance appraisals and bonuses, too.
While compensation is not the only aspect of staff retention, it is one of the many layers present. Organizations need to connect with their employees on a human level to understand the kinds of stress levels and workloads they are operating under. 重视员工, 允许工作场所的灵活性, fostering an environment where workers are excited to learn, and helping them navigate appropriate workloads are all ways to retain employees in 数字的信任 fields. Nair说, “We have to fund and enable the next generation … so we have enough people to secure the next digital transformation.”
