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1、12024 EDITIONInformation Technology Global HR TrendsThe Knowledge Hub is Gi Group Holdings dedicated intelligence unit whose goal is to procure and disseminate knowledge on the evolution of the global labour market.The unit works with recognised research centres and academic institutions,collecting
2、verified data from candidates,unions,governments and corporations,to produce authoritative reports covering a wide range of sectors.In line with Gi Group Holdings values,the Knowledge Hub aims to find and share information and recommendations which contribute to a sustainable and enjoyable Labour Ma
3、rket.Other reports in our Global HR Trends collection2023 EditionLogistics Global HR Trends2023 EditionManufacturing Global HR Trends2024 EditionAutomotiveGlobal HR TrendsInformation TechnologyGlobal HR Trends2024 EDITION76Appendix.Salary Guide58545675601028462040ContentsInfographics:Information Tec
4、hnology at a glanceWho we areMethodologyConclusionsForeword9Chapter 1 What is Shaping the Industry?Chapter 3 Attracting Top-notch Candidates Chapter 5Building The Skills of TomorrowChapter 2 The Fight for TalentChapter 4 Unlocking Talent Loyalty988ForewordAs we navigate the exciting frontier of the
5、digital age,understanding the fast-paced tech industry is not just beneficial-it is essential.Despite the considerable number of layoffs that occurred in 2023,the thirst for tech talent persists,with a more optimistic forecast for 2024.The demand for IT jobsis still strong,especially in smaller busi
6、nesses and industries outside the tech sector.Now,more than ever,for businesses aiming to future-proof their teams,it is vital to anticipate and respond to the trends likely to reframe HR strategies.These encompass shifting motivators for todays tech professionals,an increasing emphasis on continuou
7、s learning opportunities,and the critical issue of addressing gender disparities in the industry.Our IT Global HR Trends Report aims at providing a data-driven guide to thrivingin the ever-evolving world of technology.Equipped with this knowledge,surviving and excelling in this competitive field wil
8、l no longer feel like a daunting task but an exciting journey of transformation and empowerment.1110Chapter 1.210What is Shapingthe Industry?.3.4.5.1WHAT IS SHAPING THE INDUSTRY?Certain industries and institutions opt to create vast systems tailored to their needs.Notable examples include banking,fi
9、nance,insurance,public administration,and healthcare.They harbour specialised departments(or even standalone companies)dedicated to software development in alignment with contemporary trends and methodologies.These are full-fledged developer units,employing the same tools,infrastructure,and professi
10、onals as software companies.Technical requirements,expertise,and skill levels here are the highest among all proprietary software categories,demanding top-tier specialists.Senior Development Manager,Orbus SoftwareLucian Giza“IT is the most rapidly evolving industry in the world and will continue tha
11、t way for the foreseeable future.Technology is shaping the way people live and do work,unlocking new business models and creative possibilities.But IT industry trends are not simply a result of advances in technology-theyre a product of geopolitics,education,culture,and global economics.Lets look at
12、 the five main trends shaping the industry today.Adoption of new technologiesThe main technologies shaping careers and trends for IT workers are:Artificial intelligence Big data analytics Cloud computing Cybersecurity 5G and other advanced wireless technologiesThese technologies are making new busin
13、ess models and services possible for businesses of all sizes,in all locations.This is not only shaping the business landscape,but also creating fresh demand for specialist IT skills.1312As a Product company operating at the cross-roads between Technology and Commercial Real Estate,we have seen digit
14、al innovation affect both key internal processes,as well as key customer processes and initiatives.To serve our customers better and to deliver on the promise of an encompassing set of key business services,our company has seen a considerable increase in hiring for Digital Analysts Commercial Real E
15、state professionals with key abilities in properly manipulating data locally or by making use of enterprise services such as Semantic Layers.These Analysts enable us to put meaningful Technology at workin a very purposeful business manner.Another trend is generative AI,which is entering all business
16、 functions with great force.There is a digital transformation underway driven by generative AI.I am responsible for 10 countries in Europe and I see this trend everywhere in all industries and regarding all sizeof companies.It is also serving as a catalyst for SMEs to digitise,much like the pandemic
17、 didin the past.With generative AI,the required preparation for people changes.You no longer need to be a super expert in a specific tool or technology;you can start mastering them easily from the beginning.You need to know what are the queries and prompts to action.In large organisations there is a
18、n impressive amount of data.The problem is that sometimes we dont know how to use these data correctly in order to obtain predictive information useful to understand the evolution of the business,the organisation and the trends and to face and anticipate challenges.VP of Data,VerumexLaurentiu Diacon
19、uDirector Modern Work Western Europe,MicrosoftLuba ManolovaGlobal Talent&Learning Partner South Europe,Middle East&Africa,ABBZaira Panza“WHAT IS SHAPING THE INDUSTRY?Chapter 1Artificial IntelligenceA booming industry thats driving changeBig Data AnalyticsThe key to data-driven decision makingIn the
20、last five years,decades of AI research and development have finally come to fruition.Many businesses are now offering AI-driven tools,delivered via a Software-as-a-Service(SaaS)model.The technologies available range from audio transcription tools to graphic design platforms and AI writing tools.Many
21、 companies are integrating AI into existing platforms to augment them in some way,while others-like fraud detection systems for banking-make AI the core of their business offering.On top of this,AI systems are now breaking through into public consciousness.OpenAIs ChatGPT has become almost a househo
22、ld name due to its ability to produce human-like conversation with practical applications.Whats more,some countries have begun to issue driving licenses for autonomous vehicles.The AI industry is also booming due to the availability of big data.With the rise of IoT devices,cloud-based applications,a
23、nd user-generated data,organisations can collect a wide range of useful data.AI systems can apply this data in diverse ways to improve algorithms,make predictions,and handle tasks effectively.AI is also growing due to complementary technologies like cloud computing and 5G.Having an improved ability
24、to store and access data,businesses of all sizes can now utilise AI tools without heavy IT infrastructure.With more businesses seeing the potential of AI to enhance productivity,solve problems,and improve customer experiences,this is only the beginning.AI specialists are already in demand,as the lat
25、est data shows:global job postings have significantly increased along with a surge in LinkedIn members adding AI skills,leading to a 21x rise in job posts mentioning new AI technologies and a 9x increase in members with AI skills between 2016-20231.Big data analytics is becoming increasingly accessi
26、ble-and important-for businesses of all sizes.As more organisations move online and digitise their operations,they gain more real-time access to data-driven insights.Whats more,advancements in complementary technologies have made big data analysis more affordable and practical.Modern servers and com
27、puters have extraordinary processing power and can process huge amounts of data at unprecedented speeds.And with modern cloud computing,businesses can transfer,access,and analyse data from anywhere.In addition,advancements in AI and machine learning make it possible to automate big data analysis,gre
28、atly simplifying complex processes.These fast data processesare increasingly enabled by technologies like Parallel processing,Graphics Processing Units(GPUs),and on-demand power spin-up tools.With AI and Big data working hand-in-hand,modern businesses are increasingly using analytics in order to gai
29、n a competitive advantage.As these trends continue,professionals with skills in data science and data ops will be in high demand.1.Source:LinkedIn AI at Work Report,20231514WHAT IS SHAPING THE INDUSTRY?Chapter 1Cloud ComputingA new era of business and collaboration modelsThe move to cloud has led to
30、 an evolution of our skillset.Employees nowadays have more process-based skills wherein the past they were more technologically based.There is a need for todays workforce to master topics such as data management methods,privacy and contracts.Moving forward,there will be a need to further develop sof
31、t skills particularly those related to emotional intelligence.Country Lead Italy&Turkey,Alight SolutionsSilvia Leati“Cloud computing has been mainstream for the last decade,and the industry is continuing to grow.As businesses become increasingly digitised,the amount of data they need to gather and a
32、nalyse is growing exponentially.Cloud computing innovations facilitate businesses in storing and accessing this data without heavy upfront investment.In addition,other emerging technologies that can give companies a competitive edge rely heavily on big data.Artificial intelligence,machine learning a
33、nd big data analytics tools are becoming accessible to businesses of all sizes thanks to the cloud.Many popular B2B tool-such as chatbots and CRMs-are accessed through cloud-driven SaaS business models.Moreover,in the post-Covid landscape,businesses with cloud-ready infrastructureare equipped to giv
34、e their employees flexible working arrangements.The same off-site access to data is equally helpful to companies using IoT data as part of their business operations-such as agriculture enterprises using connected soil moisture sensors and irrigation systems.By 2026,75%of organisations will adopt a d
35、igital transformation model predicated on cloud2.The global cloud computing market size is expected to reach USD 1554.94 billion by 20303.Cyber SecurityA growing requirement across industries and sectorsCybercrime is an ever-present threat to businesses,costing the global economy around$445 billion
36、every year.Whats more,the cyber security industry is constantly evolving due to changing regulations around data and privacy.Businesses are increasingly digitalising their operations and adopting cloud-based systems and IoT devices.These technologies store and transfer huge amounts of sensitive data
37、,giving cyber criminals more avenues of attack.Cyber-attacks are becoming more advanced,involving advanced persistent threats(ATPs),bots,and automated malware tools.Whats more,cyber criminals now typically operate in groups,with the most sophisticated attacks involving dozens or even hundreds of peo
38、ple.While cyber criminals have previously focused more on large corporations,they are now attacking businesses of all sizes.Small and medium businesses are most at risk,with only 18%taking appropriate security measures.At the same time,government regulations on data handling are continually changing
39、,obligating businesses to adopt complex security systems and protocols.As these pressures increase,businesses are investing in new technologies to protect their data and systems.The most difficult profiles to recruit are Cyber Security Specialists and sales professionals who come from the SaaS world
40、,who have averagely high salaries.A bubble has developed for the latter in recent years;having rare skills has raised their average salary and createda war of talents between the various organisations.In the cyber security field,four types of profiles are mainly needed:Strategy Compliance and Govern
41、ance Expert,Cybersecurity Solutions Architect and Implementer,Ethical Hacker responsible to assess systems robustness and Security Operations Engineer to monitor security state and respond cyber incident.The former have a managerial,economic and legal academic background.The remaining ones are more
42、specialist profiles with an engineering and IT background.People&Communities Country Lead,Cisco Eleonora NardiniCyber Security&Data Protection Senior Consultant,EY Pietro Tadolti“2.Source:Gartner,20233.Source:Grand View Research1716Chapter 1Technologies likely to be adopted by companies by 202780.0%
43、76.8%76.6%75.6%75.3%74.9%64.5%62.8%61.8%59.1%52.1%51.5%51.3%Digital platforms and appsE-commerce and digital tradeCloud computingText,image,and voice processingEducation and workforce development technologiesElectronic and autonomous vehiclesRobots,non-human technologiesArtificial intelligenceFuturi
44、stic technologiesEncryption and cybersecurityAugmented and virtual realityBig data analyticsEnvironment management technologiesInternet of things and connected devicesClimate change mitigation technologyPower storage and generation86.4%80.9%5GThe foundation for ground-breaking technology ecosystemsS
45、ince its launch in 2019,5G has seen the fastest generational roll-out of any mobile technology,far outpacing 3G and 4G.The global spread of advanced smartphone increased the demand for the technology,and this was greatly amplified by the rise in remote working brought about by the Covid-19 pandemic.
46、Whats more,the 5G service is enabling new technology ecosystems centred around Internet of Things(IoT)devices.With 5G offering up to 100 x faster data transfer than 4G,the possibilities for smart cities,smart homes,and ultra-convenient commercial experiences are unending.Whats more,5G is enabling bu
47、sinesses to adopt time-sensitive technologies like real-time monitoring,remote healthcare,and autonomous systems.And as virtual reality,augmented reality,and autonomous vehicle innovations improve,5G will make these technologies available in a wider range of locations and contexts.The 5G service is
48、already common in countries like the UK,China,USA,Japan and South Korea,and is spreading to new markets like Brazil and India.While sub-Saharan Africa currently has less than 1%of 5G coverage,experts expect this figure to reach at least 16%by 2030.Experts expect the global 5G services market size to
49、 reach$2,208 billion by 2030.The 5G economy will create between 3.8-4.6 million jobs in the USA alone by 2030.Mobile subscriptions to 5G networks will reach 4.4 billion by the end of 20274.Which technologies are businesses adopting the most?Businesses of all sizes are adopting new technologies into
50、their workflows at a rapid pace.Digital platforms and apps(86.4%)are the most common,followed by with Education and workforce development technologies(80.9%).Clearly,most businesses are interested in technologies that enhance their workflows and support their staff.However,whats equally interesting
51、is the more futuristic technologies that are rapidly taking off.74.9%of businesses will adopt artificial intelligence.51.5%of businesses will adopt electronic and autonomous vehicles.51.3%of businesses will adopt robots and non-human technologies.However,advanced technologies are creating an increas
52、ing number of job positions in industries that do not normally employ large numbers of people.Meanwhile,the IT and Digital Comms industries are only expecting an 8%growth in job openings5.SourceWorld Economic Forum 2023WHAT IS SHAPING THE INDUSTRY?4.Source:2022 Ericsson Mobility Report5.Source:Futur
53、e of JobsReport,World Eco-nomic Forum,20231918Digital platforms and appsEducation and workforce development technologiesBig-data analyticsInternet of things and connected devicesCloud computingEncryption and cybersecurityE-commerce and digital tradeArtificial intelligenceEnvironmental management tec
54、hnologiesClimate change mitigation technologyText,image and voice processingAugmented and virtual realityPower storage and generationElectric and autonomous vehiclesRobots,humanoidRobots,non-humanoidQuantum computingNanotechnologyBiodiversity protection technologiesNew materialsBiotechnologyCryptocu
55、rrenciesAgricolture technologiesSatellite services and space flightHealth and care technologiesDistributed ledger technologyWater-related adaptation technologies3D/4D printing and modellingHow does technology adoption vary between industries?While some technologies are growing faster on average,ther
56、e are some fascinating differences between industries.Media leads the way in adopting Digital platforms and apps(98%),Big Data Analytics(95%)and Internet of Things(91%).Healthcare scores the highest for health and care technologies(78%)and biotechnology(70%).However,it scores lower than any other in
57、dustry for digital platforms and apps(72%)and encryption and cybersecurity(58%).Manufacturing is adopting a greater number of technologies than other sectors,and has the highest score for robots and non-humanoid technology(70%).Technologies likely to be adopted by companies in each sectorSourcePerso
58、nal elaboration of data from“World Economic Forum,The Future of jobs Report 2023”LegendChapter 1WHAT IS SHAPING THE INDUSTRY?a.Accommodaton,Food and Leisureb.Agriculture and Natural Resourcesc.Automotive and Aerospaced.Care,Personal Services and Wellbeinge.Education and trainingf.Energy and Material
59、sg.Financial Servicesh.Government and public sectori.Health and healthcarej.lnformation Technology and Digital Communicationsk.lnfrastructurel.Manufacturingm.Media,Entertainment and Sportsn.Non-governmental and Membership Organisationso.Professional Servicesp.Real estateq.Retail and wholesale of con
60、sumer goodsr.Supply chain and transportationa.8072696565707355645659444951514844 5526512836 2628 283234 34 b.74636365606873645505053 72357177137c.9280897777737385696275735469693139 636231273931 368121224d.9595875776336248553533243833251410e.908781677964597
61、636406772352539374029473391710f.8378758844456756262740395025141516g.93829475876023216401110h.96965686565635352371713i.72 8476776458787455378475049323165j.90 80898547770
62、454450533252521402128k.82 7772827770597279746345252322632384521141628l.84 8480807373807483745462706570564463934173220m.7473874839877448224422482752491318n.95972929504848332024914o.989088888277758347478
63、483234303427p.81 63588962637459595842546254425042502791512q.927977756362916574 666054539 2822911r.81 727173 69 79 75 61 68 71 54 52 47 79 53 33 36 28 16 30 26 25 29 24 15 9 9 16 2120The Fightfor Talent20Chapter 2.2.3.4.5.2.1What do you think is the best se
64、ctor to work in?16.5%15.8%15.0%14.1%13.4%11.9%11.8%10.8%Information and Communication TechnologyFinancial servicesPublic administration and defenceTourism and travelInformation and communication servicesProfessional,scientific and technical activitiesEducationRobotics and automationHealth and social
65、 careHealth technology19.1%18%THE FIGHT FOR TALENTTechnology is evolving quickly,and individuals with advanced digital skills are in high demand.As a result,many businesses are struggling to find the qualified IT specialists they need.In this chapter,we explore the real-life impact of these trends a
66、nd how they affect different countries and industries.How does the public view the IT sector?Our research surveyed 5000 professionals from a wide range of sectors and backgrounds to see how they perceive different industries.When asked which sector they prefer to work in,on average respondents most
67、commonly gave IT as their top answer.Interestingly,IT came out ahead of other sectors that offer high earning potential,such as financial services.SourceGi Group Holding,IT International Survey 20232322Not al allVery littleDont knowSomewhatTo a great extent12.4%29.1%11.2%33.0%14.3%Chapter 2Finding a
68、dept employees in the software development industry has always been a difficult task.With a market largely dominated by employees,the intense competition for skilled candidates is palpable.Companies are constantly outdoing each other,providing comprehensive benefits,including additional holidays,gym
69、 memberships,and insurance plans,to attract top-level talent.Meanwhile,offered salaries keep rising,primarily shaping the attractiveness of job offers.Though there has been a surge in IT graduates,the callfor proficient developers continues to grow.Senior Development Manager,Orbus SoftwareLucjan Giz
70、a“Has your company faced challenges in recruiting candidates with advanced digital skills over the past three years?THE FIGHT FOR TALENTIT sector reputation:country comparisons111776PolandSpainUSAPortugalIndiaChinaBrazilGermanyItalyRomaniaUKTurkeyFrance12138149SourceGi Group Holding,IT International
71、 Survey 2023How do views of the IT industry change from country to country?While IT appears to be the most attractive field for our respondents,this is based on an average score from all of our respondent data.When we look at different countries,we see that IT is not always the first choice.IT was t
72、he most popular choice in Poland,Portugal,Brazil,and Romania.IT was one of the least popular choices in China,Italy,and France.Almost half of companies struggle when recruitingfor digital skillsIT is seen as a prosperous career path today,and many young people are training to enter the field.Despite
73、 this,many IT specialities are in short supply,with companies competing for the interest of qualified candidates.In the interviews we held,many decision-makers told us first-hand that recruiting new employees is challenging.Potential candidates are often sought out by multiple recruiters simultaneou
74、sly and have the freedom to choose the best offers.These trends were reflected in our survey data.When asked how much their company had encountered difficulties in finding staff with advanced digital skills,47.3%report-ed either somewhat or to a great extent.Just 12.4%of respondents said theyd had n
75、o difficulties in finding employees with advanced digital skills.SourceGi Group Holding,IT International Survey 20232524Chapter 2THE FIGHT FOR TALENTHow do recruitment challenges vary from countryto country?The high demand for talent appears to be a global issue-but there are some interesing differe
76、nces between different countries:India(60.6%),Italy(54.6%),and Spain(52.9%)struggled the most when recruiting for advanced digital skills.At the other end of the spectrum,just 33%of companies in Portugal said they struggled somewhat or to a great extent.The UK had the largest number of companies(21.
77、6%)saying they had no problems at all recruiting for advanced digital skills.IndiaItalySpainFranceGermanyUSARomaniaChinaBrasilUKPortugalPolandTurkey22.610.310.921.220.59.215.69.619.011.411.211.15.444.342.030.030.139.932.136.324.728.627.626.528.238.02.42.415.519.621.816.513.422.911.57.411.05.77.710.7
78、26.921.629.524.523.945.439.716.827.634.242.326.410.610.311.89.48.319.017.46.410.921.66.720.513.4Companies face high competition for the best candidatesGlobally,businesses are expressing difficulties due to limited application influx,lengthy selection timeframes,and a shortage of suitable IT professi
79、onals.On the other hand,root causes leading prospective employees to reject job offers include dissatisfaction with proposed salary structures,mismatched job expectations,and the allure of more enticing offers from competitor companies.In your opinion,why is it so difficult to find personnel with ad
80、vanced digital skills?What was the main reason given by candidates who interrupted the process or rejected the offer?High announcements views but few applications receivedLong selection timingsShortage of suitable candidatesUnsatisfactoryjob offerProblems in managing the companys communicationOther2
81、%16.8%19.4%20.1%20.4%21.3%Unsatisfactory compensationRole does not meet expectationsA more lucrative offer from another companyWork setup(remote,in-person,hybrid)Lengthy selection process10.1%4.5%12.6%15.0%19.2%19.2%19.2%Disparity between personal and company valuesUnsureThere is greater openness to
82、 recruiting diverse talent,for example graduates in communication or philosophy.Digital innovation is also leading to a revision of the profiles hired in technical functions,precisely because of the increased opennessto candidates that can bring different points of view that enrich the organisation.
83、Global Talent&Learning Partner South Europe,Middle East&Africa,ABBZaira Panza“SourceGi Group Holding,IT International Survey 2023SourceGi Group Holding,IT International Survey 2023SourceGi Group Holding,IT International Survey 2023Has your company faced challenges in recruiting candidates with advan
84、ced digital skills over the past three years?(%)To a great extentSomewhatVery littleDont knowNot at all2726Hiring Digital Analysts,particularly those who need to work closely with Data Providers,has been more challenging than usual.These analysts are crucial to our business as they help us adjust to
85、 evolving data needs.Weve found success in recruiting directly from campuses and training them internally.We plan to do more of this and increase our reputation as a leader in Data&Technology in our main markets Romania,Thailand,and India.Being viewed as a global innovator in Commercial Real Estate
86、will help us continue successful recruitment and build a strong consensus that we do things in a purposeful and thoughtful manner.VP of Data,VerumexLaurentiu Diaconu“An integral aspect of combating the candidate shortage is maintaining active engagement with potential hires,regardless of current sta
87、ffing needs.Companies need to consistently communicate with candidates to maintain their interest and possibly consider them for future opportunities.Short-term events like webinar,candidate fairs,and open houses might not provide immediate hires but could prove beneficial down the line“There is no
88、doubt the IT market is one of the most aggressive and competitive ones,where the talent shortage is huge,so companies need to be creative and strategic to be able to fulfil their recruitment needs.Therefore,it is essential that they are able to define what is critical for them in what concerns the v
89、ery specific technical skills they cannot let go off,and on the other hand,in which ones can they bet on potential and ability to develop those competencies and knowledge.And soft skills play a very important part on this matter.We always try to make this arrangement and balance in all the recruitme
90、nt projects we kick-off with our clients,to be able to clearly set expectations on the types of profiles they will be able to get on the market,and in which skills they will need to compromise and invest on development and potential.And this is crucial both in what concerns the ability to attract pr
91、ofessionals but also to retain the talent.Chapter 2Manager IT&Telecom,QiBit PortugalLiliana CostaIT Delivery Center Manager,GraftonAgnieszka Zakocielna2928Chapter 3AttractingTop-notchCandidates 28.4.5.1.3.2What do you consider to be the most significant factors when searching for a job?25.3%13.1%22.
92、4%13.1%21.1%12.7%20.1%10.6%17.6%9.8%13.9%0.5%13.4%0.5%Earnings potentialJob stability(permanent positions)Companys commitment to inclusive valuesStress managementRelationship with colleaguesWork-life balanceBrand reputationQuality of the workplace environmentOther factorsAlignment of personal goals
93、with companys objectivesUnspecified/uncertainEmployee benefits and welfareRelationship with superiorsOpportunities for career progressionIndustry of occupationWorkplace flexibility(including remote working)Opportunities for training and skills development49.0%31.2%13.2%ATTRACTING TOP-NOTCH CANDIDATE
94、SIT is currently an exciting field to work in,with great opportunities for skilled professionals.The rapidly evolving landscape gives aspiring specialists countless paths for employment and personal development.In addition,the high potential for remote work makes the industry appealing to many worke
95、rs in the post-Covid world.But what do potential employees actually want from their jobs?Lets explore whatthe data says.What do IT candidates look for?To attract the best staff in a competitive job market,companies need to understand whats attractive to them.While salary will be the most important c
96、hoice for many workers,candidates also care about other factors affecting their working lives.We asked our respondents what aspects are most important to them and measured how frequently they gave specific answers.Income(49%)was the most important factor.Work-life balance(31.2%)and stress(21.1%)rank
97、ed high in the list,reflecting that IT professionals want to avoid long hours and heavy workloads.While career advancement(25.3%)ranks third on the list,training and skills development(13.1%)is much lower.SourceGi Group Holding,IT International Survey 2023Beyond the pay check:key motivational driver
98、s of IT candidates“While salary is undeniably a significant factor,its important to recognise that salaryalone cant drive nor guarantee engagement and loyalty from employees.Besides offering a competitive salary,companies could focus on creating a positive work environment that fosters trust,respect
99、,collaboration,and innovation through which they can secure candidates commitment and loyalty.Moreover,organisations can boost employee engagement by implementing initiatives that focus on emotional well-being in the workplace,develop internal programs for career growth as well as for CSR initiative
100、s which bring people together towards the same objective.Nevertheless,at the forefront of attracting and retaining talent remains the commitment to investing in on-the-job learning and training.Manager,WyserLacramioara Hristache“I wouldnt say that salary is the main driver,but it counts as an import
101、ant part of the package that makes an IT professional choose and remain in a project.We are talking about a high-employability market,in Portugal almost with no unemployment at all since they are graduating from university,so it is fundamental that at least the company pays according to the market a
102、verage.Additionally,and reinforced by the pandemic and the more remote and global work standards,we have a significant amount of IT professional that are working for international and abroad projects,which has set the salary averages quite higher,so it is clearly important that the company is able t
103、o be competitive in what concerns the salaries they offer.But there are other things,of course,these professionals value,such as working in a technically challenging environment,with innovative and state-of-the art technologies,or in agile environments.Regarding other benefits or perks,we clearly al
104、so highlight flexibility,both in what concerns location or working hours,a healthy work-life balance,additional days of holydays,or the possibility to choose a more customised and flexible benefits package according to their personal needsManager IT&Telecom,QiBit PortugalLiliana Costa“Different IT j
105、ob seekers want different things.Some like working for small businesses because they can develop projects quickly and possibly communicate directly with management,which in turn makes them feel useful and valued.Others prefer big and well-known companies,even though the work processes might be more
106、rigid and complex.IT&Digital Division Manager,GraftonNicolas Chavelas30Chapter 332Which work arrangement do you primarily follow in your current role?OverallsampleIn-presence workingHybrid workingRemote workingOtherIT workers66.2%33.7%50.3%23.3%8.7%15.8%1.8%0.2%The IT Talent Marketplace is very dyna
107、mic and flexibility/remote working is key to attract those talents.At Nestl we created IT HUBS in different zones/markets to welcome diverse international professionals and be closer to where talents are based.While we grant flexibility in the organisation of the working schedule and the possibility
108、 to work from home,we are not going to fully remote model as we strongly believe that contaminationin presence is key for development and to create a solid culture.Head of Talent,Nestl Vincenzo Summo“The Transition Towards Flexible&Hybrid WorkAccording to our survey data,flexible working is one of t
109、he top five priorities for IT professionals who are seeking a new job.While the percentage of fully remote workforces has dropped dramatically since the Covid-19 pandemic,hybrid working is becoming more popular-by some estimations,39%of new hires will join teams with hybrid work arrangements1.So how
110、 common is remote working?Surprisingly,only 15.8%of IT workers are fully remote.The greatest difference is that 50.3%of IT workers enjoy hybrid working,compared to 23.3%of the overall population.These trends are sculpting organisational models,changing not only how businesses collaborate,but how the
111、y recruit,train,and manage staff.Chapter 3SourceGi Group Holding,IT International Survey 2023The Growing Appeal of Remote Work“Regarding individual productivity and performance,I find remote work to be a powerful facilitator.However,when considering remote works impact on company culture and team co
112、hesion,I observe a contrasting effect.Since it is mentioned in the question,I firmly believe that genuine connection is primarily built in analogue,face-to-face environments through shared support and the navigation of individual differences within a group setting.Nevertheless,its important to note
113、that there are AI-based mechanisms that offer team coaching using Natural Language Processing(NLP)and Natural Language Understanding(NLU).These AI solutions are designed to enhance team dynamics,especially in remote work scenarios.Manager,WyserLacramioara Hristache“Remote work was already common or
114、valued in the IT industry,even before the pandemic,but without doubt,after that,became kind of a pre-requirement for candidates in this area.It is very unlikely that an IT professional considers an office-first policy.Flexibility,work-life balance,the possibility to work from anywhere or to support
115、and accompany more closely their families are things these professionals tend to value,and that in fact they have the possibility to choose because they will always find an interesting and challenging project in the market that allows it.But of course,remote brings also extra challenges in what conc
116、erns connection and engagement towards the company and within teams,especially for new joiners or for teams that have for example a rapid growth.Even for full remoteor remote-first opportunities,it is crucial that you keep fostering the relational part,in regular videocalls or touchpoints,but also p
117、romoting face-to-face team gatherings for team buildings or even to working purposes.The key is that if you suggest people goingto the office,they go with a purpose and they are able to see it represents an added value,and on the contrary,dont feel they only go to the office because it is part of th
118、e companys policy and they have to tick the office-day.”Manager IT&Telecom,QiBit PortugalLiliana Costa1.Source:Cnbc,2023,The future of remote work labor experts weigh in33ATTRACTING TOP-NOTCH CANDIDATES3534Factors in IT sector attractive to young talents49%46%29%30%24%24%24%24%IncomeWelfareCareerAdv
119、ancementWork-lifeBalanceStressHow can IT keep attracting young talent?Young talent is the lifeblood of the IT sector,driven by a unique set of aspirationsand needs shaping HR trends.Its evident across generations that income remains the primary consideration.Nonetheless,Generation Z highly values op
120、portunities for career advancement,reinforcing the need for clear progression routes and comprehensive professional development schemes.Meanwhile,Millennials give precedence to achieving work-life balance,thus highlighting the significance of flexible working hours,hybrid work arrangements,and leave
121、 policies that cater to their personal life requirements.Surpassing income,the quality of the work environment rises further up the priority list for Gen Z.They are in search of workplaces that encourage connection and collaboration,with the companys reputation serving as a significant motivator.Thi
122、s group doesnt view their job simply as a source of income,but as a part of their identity,stressing the role of employer branding in attracting this demographic.Conversely,Millennials are influenced by the quality of relationships with their coworkers,job security,and the overall reputation of thei
123、r industry.This inclination towards stability,camaraderie and engagement signifies their desire for a professional setting that is not only secure but also harmonious and engaging.Generation ZMillennialsFactors in IT sector attractive to young talentsWork environment standardsGeneration ZMillennials
124、Industry reputationRelationships with colleaguesJobsecurityBrand Awareness8.4%8.2%8.4%8.2%8.3%8.2%In addition to remuneration,young people appreciate flexibility.Ambition and career are interpreted differently than in the past:now they seek a balance between work,private life and interests.They also
125、 want to get involved right away,find a purpose,and see the impact of their work.They give less weight to having a stable job in a large company,which until a few years ago was considered important.We are becoming more attractive because we offer the most advanced technologies.For instance,the partn
126、ership with Open AI has opened many opportunities in terms of attractiveness.Another strong appealing factor is that Microsoft focuses on the 360-degree employability of its people.Today,young profiles who used to prefer working for major consulting firms are inclined to start their careers with us
127、because it provides numerous opportunities and an immediate exposure to the most innovative technologies.Digital Strategy and Business Partners Director&Head of Innovation Lab,Prysmian GroupMaria Vittoria GiancolaDirector Modern Work Western Europe,MicrosoftLuba Manolova“Chapter 3ATTRACTING TOP-NOTC
128、H CANDIDATESSourceGi Group Holding,IT International Survey 2023SourceGi Group Holding,IT International Survey 20233736“While older generations used to climb the ladder at one company,younger professionals prefer broad experience and are perennially exploring,driven by change and curiosity.This movem
129、ent reflects a shift in how people think about careers,and it keeps a steady flowof new talent available,especially important for fast-changing fields like IT.”IT&Digital Division Manager,GraftonNicolas ChavelasHowever,the burden of stress factors in IT is significant,with an overwhelming workload b
130、eing a common issue for both Gen Z and Millennials.The former struggle with unclear career paths and maintaining a work-life balance,indicating a need for clearer direction,organised structures,and personal time.In the meantime,the fear of organisational change and instability plays a substantial ro
131、le in increasing Millennials stress levels.This suggests a need for open and clear communication during transformations,along with steady support systems.Stress factors in IT sector significant to young talents46%43%33%34%Workload29%42%Work-lifebalanceUndefinedobjectives and career pathsChange and o
132、rganisational uncertaintyChapter 3ATTRACTING TOP-NOTCH CANDIDATESGeneration ZMillennialsDrawing from these insights,HR strategy must harmonise pay scales,growth structures,work settings,and stress management to resonate with the needs and concerns of the young IT workforce.By doing so,they are likel
133、ier to attract and sustain this dynamic talent-the chief architects of tomorrows tech landscape.Opinion leaders we spoke with revealed their strategies for attracting candidates who are in the early stages of their IT careers.Create fast selection and smooth onboarding processes.Great candidates are
134、 often talking to multiple recruiters about potential roles.If the selection process is too long or company onboarding creates a bad first impression,candidates may go elsewhere.Help young workers do impactful work.Today,young IT workers are seeking challenging projects where they can make an immedi
135、ate positive impact on the business.The benefits are dual-they can refine their skills to fast-track their careers,and also experience personal fulfilment by being a catalyst for change.Support wellbeing and work-life balance.Young candidates tend to prefer hybrid or remote working models,along with
136、 flexible hours and international mobility.Where possible,they also appreciate wellbeing-fo-cused benefits like comprehensive health insurance,extended parental leave,and mental health counselling.Offer career development opportunities.This includes initiatives like training and further education,op
137、portunities for career advancement,tuition reimbursement,and professional certifications.IT departments in other industries,such as agriculture and manufacturing,can appeal to young talent by offering managerial careers.Enhance CSR initiatives.Young candidates are placing a higher value on companies
138、 with solid corporate values and robust corporate social responsibility(CSR)initiatives.They appreciate when a company stands for more than just profitability,showing a commitment to ethical practices,sustainability,and contributing positively to society.SourceGi Group Holding,IT International Surve
139、y 20233938Chapter 3ATTRACTING TOP-NOTCH CANDIDATESRepresentation of women in the IT industrySourceWorld Economic Forum Global Gender Gap Report 2023Moving towards equality Womens participation within the Information Technology field is a critical area to focus on while striving for gender parity.Acc
140、ording to the 2023 Global Gender Gap Report from the World Economic Forum,womens representation in the Technology,Information,and Media industry has seena significant rise since 2016,increasing by 0.94 percentage points.Womens presence in senior leadership roles has also escalated,surging from 30.8%
141、in 2016 to 33.2%in 2022.In Vice President roles as well,there has been substantial growth in womens representation,with a rise of 1.9 percentage points from 2016 to 2022.However,theres considerable room for improvement.The gender balance in STEMjobs across sectors still demonstrates significant disp
142、arity.For instance,in the Technology,Information and Media sector,women stand at just 23.4%in STEM occupations compared to mens 43.6%.This indicates that women are half as likelyto engage in STEM careers within this field.In light of these disparities,numerous organisations are emphasising diversity
143、 and inclusion strategies while seeking untapped potential within groups that are underrepresented in IT,particularly women.Corporations are taking proactive measures to attract more women to the IT workforce,promoting a more balanced sector that has traditionally been dominated by men.Some of the i
144、nitiatives sharedby our experts include:Funding STEM training for employees daughters as an incentive for women to join their organisations.Employing specific tools to guarantee that job advertisements are void of any discriminatory language.Hosting or contributing to university talks where successf
145、ul female IT professionals are invited to share their inspirational journeys.These findings highlight the necessity of intensifying efforts to close the gender gap,to ensure that women have equitable opportunities for success in the IT industry and beyond.This is crucial not just from the standpoint
146、 of equality,but because diverse perspectives and inclusive teams foster more innovative,resilient,and successful businesses.NoteThe 2023 data points only include data for Q1 20232000222023+0.94%25.0%35.0%15.0%414040UnlockingTalent LoyaltyChapter 4.4.5.1.4.2.3UNLOCKING TALENT L
147、OYALTYNew technologies are creating countless business opportunities,and many companies are scrambling to recruit specialists in AI,big data,and more.However,as we established in chapter three,companies seeking the highest quality candidates face stiff competition.Understanding the needs and percept
148、ions of the candidates themselves is vital for companies who are creating strategies to retain the best talent.To investigate further,we surveyed and interviewed professionals already working in the industry to uncover their views.“Keeping IT employees engaged is all about creating a tech-savvy work
149、space.Companies need to stay on top of tech advancements and offer projects that spark curiosity and learning.This helps staff dodge monotony and keep broadening their skills.Coupling an up-to-date tech landscape with captivating tasks that lead to personal growth can strike a balance that keeps IT
150、professionals engaged and lowers staff leaving.IT Delivery Center Manager,GraftonAgnieszka Zakocielna4342How would you rate your level of satisfaction with your current place of employment?7.87.87.77.77.67.57.57.5Information and Communication Technology Public Administration and DefenceManufacturing
151、 activitiesFinancial and insurance activitiesAgriculture and Farming IndustryInformation and Communication ServicesLogistics,transport and warehousing Building constructionProfessional,scientific and technical activitiesAutomotive sector 8.48.0“The perception of IT teams in companies has seen a rema
152、rkable transformation.Once,these teams were usually deemed as a cost centre and symbolically tucked away in the basements of companies,implying that they were not considered integral components of the business.However,the narrative has evolved as their role is now acknowledged as crucial for the smo
153、oth operation of the business.This change speaks volumes about the heightened recognition,value,and significance that IT teams hold within todays business landscape.IT workers have greater job satisfaction than professionals in other industriesOur survey asked 5000 professionals from a wide range of
154、 industries to share how satisfied they are with their jobs,on a scale of 1-10.IT appears to be the sector offering the most job satisfaction,with an average scoreof 8.4/10 from people working in the industry.Chapter 4UNLOCKING TALENT LOYALTYHow do IT workers think their employers are performing in
155、key areas?In an earlier analysis,we looked at what factors are most important to IT professionals who are seeking work.The top ones were:Income Work-life balance Career advancementWe asked respondents to rate key areas of their workplace out of 10(with 10 being the most favourable score).So how do I
156、T professionals rate their employers performance?Relationships with colleagues(8.2)and job security(8.2)were both top of the list,followed by sector(8.1).Stress(7.3)and income(7.5)were at the bottom of the list,with career advancement(7.6)just above.Whats interesting here is that the lowest items in
157、versely correlate with the data we viewed earlier.The things that employers do worse on-stress management,income,and career advancement-are what employees most want from their next job.Considering your current company,how would you evaluate each of the following elements?8.18.07.97.97.97.97.87.77.77
158、.67.67.57.3Relationship with colleaguesWorkplace flexibility(including remote working)Relationship with superiorsAlignment of personal goals with companys objectivesEarnings potentialStress managementJob stability(permanent positions)Brand reputationWork-life balanceOpportunities for career progress
159、ionIndustry of occupationCompanys commitment to inclusive valuesQuality of the workplace environmentOpportunities for training and skills developmentEmployee benefits and welfare8.28.2SourceGi Group Holding,IT International Survey 2023SourceGi Group Holding,IT International Survey 2023IT&Digital Div
160、ision Manager,GraftonNicolas Chavelas44What aspects of your job do you find most stressful?32.7%29.6%29.1%25.2%22.7%19.8%19.1%2.3%3.8%High workloadAbsence of control or support in my jobLack of clear goals and career progression pathsStruggling with work-life balanceFear of job insecurity or job los
161、sRelationship with superiorsChanges and uncertainties within the organisationConflicts with colleaguesManagement of resourcesOther aspectsNot sure46.6%39.2%Chapter 4The preferences of the gig workforce are different from those of Gen X and Millennials,as they are more attracted to companies that off
162、er desirable benefits and flexibility.Accordingly,our retention strategy takes into account the importance of each individual resource and is adapted to fit these needs.We have not had to implement specific retention programs to retain talented individuals in this sense.The work we do is very purpos
163、eful and thoughtful in nature,and we believe this is a key advantage in motivating individuals to grow,stay within our company and help us reach more customers and popularise how we do things.Once we have recruited people,the challenge is to retain them.This task is not only relegated to HR as manag
164、ers have a responsible part to play here.It is important to maintain constant dialogue with employees,organising team get togethers to foster ideas around improved ways of works.This is increasingly important in remote working conditions.Head of Human Resources,Hexagon GeosystemsSimran NairVP of Dat
165、a,VerumexLaurentiu DiaconuCountry Lead Italy&Turkey,Alight SolutionsSilvia Leati“What causes IT professionals the most stress at work?IT professionals cite stress as an important factor affecting their satisfaction at workand something that matters to them when seeking jobs.Its clear that reducing s
166、tress for workers could help businesses to retain valuable employees for longer.So,whats actually causing IT workers the most stress?Workload(46.6%)and work-life balance(39.2%)are at the top of the list(and are different sides of the same problem.)Undefined goals and growth plans were mentioned by 2
167、9.1%of respondents.This ties in with the earlier finding that IT professionals see career advancement as one of their top priorities at work.The good news is that many of these problems are within an organisations control.With careful planning and well-executed management strategies,businesses can r
168、educe these stresses and encourage employees to stay longer.Beyond hiringEffective strategies for IT candidate retention SourceGi Group Holding,IT International Survey 202345UNLOCKING TALENT LOYALTY4746Chapter 5Building The Skillsof Tomorrow46.4.1.2.3.5BUILDING THE SKILLS OF TOMORROWIt is evident th
169、at technology is changing the landscape of employment-both in and outside of the IT sector.While businesses are increasingly using it to handle administrative and data entry tasks,there is a growing need for roles with specific technical knowledge.The skills required for many jobs have changed by 25
170、%since 2015,with that number expected to reach at least 65%by 2030 due to the rapid development of new technologies like AI1.These new skill sets will allow businesses to get more out of the innovations they use,while better leveraging the human capabilities within their teams.Which roles and skills
171、 will be most in demand?To investigate this topic,we asked opinion leaders and HR professionals which roles they think will be most in demand in coming years:30.5%30.4%28.8%27.0%25.4%24.9%24.6%20.2%AI and Machine Learning SpecialistDigital Transformation SpecialistRobotics EngineerSoftware and Appli
172、cations DeveloperDatabase and Network ProfessionalBig Data Specialist Information Security AnalystDigital Marketing and Strategy SpecialistData Analyst&Data ScientistInternet of Things Specialist35.0%32.1%Which job roles do you foresee will experience an increased demand in the upcoming years?With t
173、he rapid advancement of technology and the growing importance of digital platforms,there is likely to be an increased demand for professionals with skills in fields such as data science,artificial intelligence,machine learning,software development,cybersecurity,digital marketing,and more.Organisatio
174、ns will seek individuals who can develop,implement,and maintain digital solutions.However,this could also lead to the transformation of existing roles,requiring employees to develop new skills to work alongside automated systems.This could impact traditional office-based roles and leadto an increase
175、 in freelance or remote work opportunities.Head of Human Resources,Hexagon GeosystemsSimran Nair“SourceGi Group Holding,IT International Survey 20231.Source:LinkedIn Future of Work Report 20234948There is a significant demand for upskilling and reskilling related to digitalisation.We are heavily eng
176、aged on multiple educational fronts:from schools and universities to professionals who have exited the job market or employees who need to be trainedon new technologies.Director Modern Work Western Europe,MicrosoftLuba Manolova“Chapter 5BUILDING THE SKILLS OF TOMORROWAs systems and applications beco
177、me increasingly crucial to companies,demand for specialised digital roles,such as Data Engineers and System Security Engineers,has spiked.Data Engineers,with their rare blend of mathematical,statistical knowledge,and programming expertise,top the list of most desired professionals.Theyre instrumenta
178、lto entities like banks,where data analysis and processing take precedence.Meanwhile,System Security Engineers,responsible for orchestrating security systems,vulnerability assessment,and risk analysis,are also highly coveted.Their role is vital in maintaining the integrity of an organisations core d
179、igital functions,preventing data leaksor system failures that could result in significant,irreversible damages.However,finding these experts isnt easy.These are relatively new professions,meaning the pool of potential candidates is limited.As a result,job posts in these areas offer extensive benefit
180、s,conveniences,and competitive salaries to outshine competitors and attract these elite professionals.Senior Development Manager,Orbus SoftwareLucjan Giza“How important is continuous learning for businesses?Employing a skills-based talent approach can help diversify hiring pipelines and encourage em
181、ployee reskilling to meet changing workforce needs.According the WEF,60%of workers skills will be disrupted in the next five years and only half of workers have access to adequate training today.Businesses need to invest in upskilling,reskilling,and coaching their staff to find their balance in such
182、 dynamic and fast changing environment and maintain a competitive edge.In terms of technical skills,most large multinational companies are prioritising big data analytics and AI training for their staff.Upskilling in these areas can give IT professionals greater opportunities for long-term job secur
183、ity and career progression.Data from Coursera 2022 enrolment indicates that learners,regardless of degree status,can achieve proficiency at similar rates.As employees expand their skills,they adapt better to role changes and are suitedfor various positions and internal mobility within firms.This enh
184、ances job satisfaction,productivity,and loyalty while enabling career growth within the organisation.Companies can retain experienced employees in fresh roles,reducing hiring costs,preserving culture,and knowledge consistency.Hence,upskilling and reskilling arenot solely competitiveness strategies b
185、ut also investments in human developmentand organisational flexibility.How do IT professionals acquire new skills?As we will see from the data in the next chapters,its evident that career advancement is a major priority for IT professionals.And in the constantly evolving field of IT,new skills could
186、 give IT professionals and advantage in the job market.So how are IT professionals improving their professional capabilities?To research this question,we asked our respondents which training resources they most commonly used.IT professionals most commonly learn from training courses organised by the
187、ir employer(39.1%).However,many IT professionals use online training courses and platforms(33.7%)outside of their work.Its clear that many IT professionals are proactive in their development,and self-driven learning initiatives are important for workers who desire an edge in the job market.33.7%25.5
188、%18.6%18.1%14.9%2.9%Training courses organized by the companyMaster and BootcampForumTools tutorial or platformsDont knowUniversity coursesOnline courses or online platformsColleagues39.1%37.7%Which resources or tools have you found most beneficial for acquiring technical knowledge in the past few y
189、ears?SourceGi Group Holding,IT International Survey 202351BUILDING THE SKILLS OF TOMORROW“Instead of focusing on a candidate shortage,I would rather encourage a closer look at the root problem and address the skills shortage as a critical concern in todays job market.This gap between the talent avai
190、lable on the market(the supply)and the skills requiredby companies(the demand)to stay competitive is blocking industry transformation,especially in the IT sector.In the face of the ever-evolving labour market,where some roles are becoming obsolete while new and unprecedented ones are emerging,it is
191、paramount for companies to invest significantly in the implementation of reskilling and upskilling programs.For instance,consider the case of an IT company that has initiated an internal learning program called the“Prompt Engineering Bootcamp.”This program is designed to better equip both current em
192、ployees and potential candidates with the skills required to perform in these emerging job categories.This is particularly relevant because it showcases a real-world solution to the skills shortage issue,which bridges the gap between limited supplyand the constantly increasing demand in the job mark
193、et.“Plenty of IT junior talent exists,but the lack of experienced seniors can be challenging.Its crucial for businesses to explore every avenue,including international talent and those shifting industries via reskilling programs.From the get-go,companies need to adopt a flexible mindset,not waiting
194、until they hit a hiring wall.Pre-emptively rejecting candidates only to consider them when preferred options run out is a misstep to be avoided.Future readiness through lifelong learningThe rising demand for soft skillsTechnical skills are not the only important hiring criteria in 2023.With the rise
195、 in remote working,and the increased focus on empathising with customers across the business landscape,many businesses are prioritising non-technical and soft skills.Top 10 IT Soft Skills in 2023Businesses look favourably on cognitive,management,and technology skills,along with those that support se
196、lf-efficacy and working with others.SourceWorld Economic Forum,Future of Jobs Report 2023Cognitive skillsSelf-efficacyManagement skillsTechnology skillsWorking with othersResilience,flexibility and agilityMotivation and self-awarenessAnalyticalthinkingCreativethinkingCuriosity andlifelong learningTe
197、chnological literacyEmpathy and active listeningDependability and attention to detailLeadership and social influenceQualitycontrolManager,WyserLacramioara HristacheIT Delivery Center Manager,GraftonAgnieszka Zakocielna50Chapter 55352When we carry out selection processes,beyond technical skills,we ne
198、ed people to havea learning agility-oriented approach and an aptitude for growth,what we call in HP“growth mindset”.Otherwise,they struggle to do well in a dynamic and evolving context like that of HP.Digitalisation is first of all a mindset and cultural change where technology skills are no longer
199、purely sitting in IT.What you need to innovate in terms of skills is creative thinking,narrative,and inspirational abilities to create an emotional connection with your customers and to show the value of your solution in a different way than how we were used to.HR Director,HP HR Director,Oracle Deli
200、a PesentiRossella Consonni“Today,soft skills,often referred to as human skills,hold exceptional value due to their role in fostering effective collaboration,communication,and adaptability within the workplace.In some instances,soft skills take priority over hard skills when evaluating prospective ca
201、ndidates for certain roles.One innovative approach Ive came across in the context of soft skills assessment involves the use of an application that uses gamification to conduct psychometric tests.This approach immerses candidates in an interactive experience,making the assessment results closely mir
202、ror real-world behaviour and reactions.Chapter 5BUILDING THE SKILLS OF TOMORROWManager,WyserLacramioara Hristache5554CONCLUSIONSConclusionsThe past few years have been turbulent for most companies as the pandemic,soaring commodity prices,high interest rates and inflation,geopolitical uncertainty hav
203、e been disrupting the tech HR landscape and will continue to affect the industry in 2024.The competition between the US and China to achieve tech leadership will continue in areas including artificial intelligence(AI),chips and quantum technologies.With technologys ever-growing presence in every asp
204、ect of public,commercial,and personal life,the demand for tech talent is increasing rapidly.Companies continue to focus on the technologies and skills that deliver meaningful business value,optimise business operations,modernise legacy systems,and improve cybersecurity.Software developers,technical
205、support specialists,security experts,and data scientists were the job roles in highest demand during 2023.Employers hiring for AI positions and skills continued to increase.The impact will be felt in the tech industry.While humans will always write code,many AI tools can assist developers in doing t
206、he job better and faster,completing projects in less time and with fewer team members than would be required now.The continuous adoption of cloud and the Internet of Things(IoT),omnipresent hybrid workforce,rapid emergence and use of generative AI,and the evolving regulatory environment are forcing
207、leaders to enhance their security and risk management solutions and spending.The IT workplace is a vastly different place than it was five years ago-hybrid and remote work have become the norm and workers are pushing for them.Theres growing support for the four-day workweek,which attracts and retain
208、s talent and makes employees happier and less stressed.Increase in specialisation and outsourcing is clear,many companies are focusing their operations and resources on their core activities,leaving all other secondary activities in the hands of outsourced partners.A lack of talent is a top issue-to
209、 build,recruit,retain,and inspire an outstanding tech team is much more challenging.Theres a wide gap between the demand for people with the skills needed.Companies should be on top of the talent market,ready to respond to notable shifts and to deliver a strong employer value proposition to the prof
210、essionals they hope to hire and retain.Now is the time for executives to build an aggressive tech talent strategy and pipeline as people-not only technology-make the difference.Global Search&Selection Practice Director,Gi Group HoldingAgnieszka Kaczmarczyk“5756OurVisionOurMissionOurGlobalPresenceFou
211、nded in 1998 in Milan,Italy,Gi Group Holding is one of the worlds leading providers of services for the evolution of the Labour Market.Through a global staffing and recruitment business ecosystem that counts with eight individual yet complementary brands Gi Group Holding,Gi Group,Grafton,Wyser,Gi BP
212、O,Jobtome,Tack/TMI,INTOO,the Group offers a 360 suite of offerings that generate relevant and impactful solutions.Gi Group Holding works to promote a sustainable and enjoyable global market for people,companies,and society,reflecting the ever-changing Labour Market needs.The company employs over 8,0
213、00 staff and is active in 34 countries across Europe,APAC,and the Americas.Providing services to more than 20,000 client companies and with revenues of+3.6 BLN in 2022,Gi Group Holding is the 8th largest European staffing firm and the 15th worldwide(according to Staffing Industry Analysts).We firmly
214、 believe that people must be supported so that they remain employed for the majority of their working life.Work must be transformed to eliminate any factors that discourage or hinder workers from staying in,or entering the workforce.To that end,our vision is to be recognised as the worldwide player
215、responsible for creating a sustainable and enjoyable Global Labour Market for Candidates and Companies,reflecting Market needs.Today we have a direct presence in more than 30 countries across Europe,APAC and the Americas.Through our services we want to contribute,as a key player and on a global basi
216、s,to the evolution of the Labour Market and to emphasise the personal and social value of work.+650+8,000branches and officesemployeesWho we areOur BrandsOur Direct PresenceArgentina Brazil Bulgaria ChileColombia Croatia Denmark Estonia Czech Republic Businesses ProcessOutsourcingMiddle and SeniorMa
217、nager Search&SelectionLearning andDevelopmentCareer Transitionand Employability34countrieswith directpresenceProgrammatic JobAdvertising PlatformFrance Germany Greater ChinaHungary India Ireland Italy Latvia Liechtenstein Lithuania MalaysiaMexico Montenegro Poland Portugal Romania Serbia Slovakia Sp
218、ain Switzerland The Netherlands TrkiyeUkraine United Kingdom USAProfessionalStaffingTemporary andPermanent Staffing595858InfographicsInformation Technologyat a glanceTechnologies that will shape the future of IT:Cloud ComputingArtificial Intelligence$1,555 billion9x increaseExpert forecasts say that
219、the market will reach by 2030Members with AI skills betweem 2016-20235G$2,208 billionExperts say that the market size will reach by 2030Cyber Security$445 billionCybercrime every year costs the global economy aroundBig Data Analytics$745 billionExperts say that the market size will reach by 2030Busi
220、ness are increasingly adopting new technologies:86.4%74.9%51.5%51.3%Digital platforms and appsArtificial IntelligenceElectronic and Autonomous VehiclesRobots and Non-human TechnologiesIs the most attractive sector 1st19%of public thinks IT is the bestsector to work inIT is the most popular choice in
221、BRPLROPTINFORMATION TECHNOLOGY AT A GLANCE591050score from peopleworking in the industryOn average,IT employees are highly satisfied with their job:Employees satisfaction rate:8.4RecruitmentCompanies face high competition for the best IT candidates,who prioritise income and work-life balance20.4%20.
222、1%25.3%Main hiring challenges Candidatestop priorities21.3%High announcements views but fewapplication received49%IncomeLong selectiontimings31.2%Work-lifebalanceShortageof suitablecandidatesCareeradvancement8.2Relationshipswith colleagues8.2Jobsecurity8.1Industryof occupation8.1Quality of workplace
223、 environmentSkills of tomorrowNew skills will allow businesses to get more out of the innovations they use,while better leveraging their staff65%By 2030 the skills required for many jobs will change by 32.1%30.5%30.4%35.0%AI and Machine Learning SpecialistSoftware and Applications DeveloperInformati
224、on Security AnalystData Analyst and Data Scientist6160Appendix Salary GuideService DeskService DeskTechnical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java De
225、veloperJava DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingDevOps EngineerPython DeveloperPython DeveloperSalesforce/Azure ConsultantDat
226、abase DeveloperDatabase DeveloperFull Stack Developer(Java/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSoftware Development ManagerSales
227、force/Azure DeveloperApplications ManagementApplications ManagementSystem and InfrastructureManagementSystem and InfrastructureManagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions7,20013,20014,40013,2007,20018,0009,70034,80024,1009,70014,5009,70016,8
228、009,70031,20014,50036,20024,10016,90031,20014,5009,70019,20014,50031,20014,5009,70029,0009,70031,20016,90014,50036,20048,00012,10024,10021,60031,40028,80031,40042,00060,40084,00072,40048,30060,40036,20028,80060,40072,00072,400108,70072,40060,40072,00053,10036,20045,60060,40072,00053,10048,30084,5006
229、0,40072,00060,40043,500108,70096,00036,20015,70016,80022,90018,00019,30028,80035,00066,00048,30029,00037,40022,90024,00035,00051,60043,50072,40048,30038,60051,60033,80022,90034,80037,40051,60033,80029,00056,70035,00051,60038,60029,00072,40060,00024,100Regular permanent employment contract-Salary Cur
230、rency:Euro-Job AreaJob TitleMinimumMaximumMidBRCost of LivingIndex34,7Cost of LivingIndex40,5Android DeveloperiOS DeveloperMobile Development31,20031,20072,00072,00048,00048,000BGRegular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidService DeskService DeskTech
231、nical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperSecurity Operations Center AnalystSecurity Operations Center AnalystAndroid DeveloperBusiness An
232、alystBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperInfrastructure Security EngineerInfrastructure Security EngineerQuality Assurance/TestingDevOps EngineerDevOps EngineerPython DeveloperSalesforce/Azure ConsultantSalesforce/Azure ConsultantDatabase DeveloperDatabase De
233、veloperFull Stack Developer(Java/JS)Network Security EngineerNetwork Security EngineeriOS DeveloperSoftware Solution ArchitectSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentCloud developmentQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperSalesforce/Azur
234、e DeveloperApplications ManagementApplications ManagementSystem and InfrastructureManagementSystem and InfrastructureManagementSoftware DevelopmentSecuritySecurityMobile DevelopmentCross-functional positionsCross-functional positions24,00019,60046,60029,40032,00031,80026,60033,30018,0009,70031,90027
235、,60020,00019,60020,00047,90024,00036,20024,00031,20024,00031,90019,20033,30022,00024,00024,00024,0009,70039,90038,40032,00024,00027,60014,50032,00024,00025,20053,30026,90073,30039,20066,60053,90079,90066,60042,00048,30093,20054,00046,60044,10060,00072,40048,000108,70079,90066,00053,30066,60050,40073
236、,30053,90053,20066,60048,00048,300106,50066,00066,60093,20057,60043,50093,30053,20055,20036,00023,50060,00036,70053,30041,60040,00046,60030,00029,00058,60036,00033,30034,30033,30073,20036,00072,40057,20048,00040,00051,90036,00053,30036,70042,60049,30036,00029,00085,20054,00056,00051,90040,80029,0007
237、4,60026,60038,400Cost of LivingIndex39,2Cost of LivingIndex48,9Quality Assurance/TestingQA Engineer(automated)24,00025,20054,00060,00038,40038,400CHNCZAPPENDIX SALARY GUIDE6362Regular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidService DeskTechnical Support 1
238、st LineApplications Support Specialist L1/2System Engineer(Windows/Linux/Unix)Java DeveloperJava DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorC#/.NET DeveloperC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingDevOps Enginee
239、rPython DeveloperPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperFull Stack Developer(Java/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Develop
240、ment ManagerSoftware Development ManagerSalesforce/Azure DeveloperApplications ManagementSystem and InfrastructureManagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions20,40020,40033,00034,30033,00024,50034,30029,40022,80031,80033,00039,20026,90039,200
241、29,40033,00034,30033,00039,20033,00034,30034,30049,00029,40033,00036,70034,30058,80054,00044,10030,00032,40060,00078,40060,00049,00063,70053,90062,40058,80060,00068,60046,50063,70058,80060,00053,90060,00063,70060,00049,00063,70088,20063,70060,00068,60063,70098,00084,00073,50024,00025,20048,00058,800
242、48,00036,70049,00044,10036,60041,60048,00053,90034,30053,90044,10048,00044,10048,00051,40048,00041,60049,00068,60041,60048,00049,00049,00078,40072,00058,800Security Operations Center AnalystAndroid DeveloperBusiness AnalystInfrastructure Security EngineerQuality Assurance/TestingDevOps EngineerSales
243、force/Azure ConsultantNetwork Security EngineeriOS DeveloperSoftware Solution ArchitectCloud developmentQA Engineer(automated)Salesforce/Azure DeveloperSecurityMobile DevelopmentCross-functional positions28,80033,00030,00030,00024,00032,400N/A30,00033,00051,00036,00027,600N/A48,00066,00054,00060,000
244、38,40060,000N/A60,00066,00072,00060,00057,000N/A42,00048,00042,00042,00030,60048,000N/A42,00048,00060,00048,00039,000N/ACost of LivingIndex54,8APPENDIX SALARY GUIDEEERegular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidService DeskService DeskTechnical Support
245、 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperJava DeveloperSecurity Operations Center AnalystAndroid DeveloperAndroid DeveloperBusiness AnalystBusiness An
246、alystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingQuality Assurance/TestingDevOps EngineerPython DeveloperPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperDatabase DeveloperFull Stack Developer(Java
247、/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperiOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)QA Engineer(automated)Software Development ManagerSoftware Development ManagerSalesforce/Azure DeveloperAp
248、plications ManagementApplications ManagementSystem and InfrastructureManagementSystem and InfrastructureManagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentMobile DevelopmentCross-functional positionsCross-functional positions24,00025,00030,00029,00038,00045,00036,00050,00045
249、,00038,00055,00038,00070,00034,00045,00034,00050,00050,00030,00050,00045,00037,00055,00040,00032,00050,00040,00050,00050,00038,00055,00050,00034,00040,00040,00035,00050,00050,00070,00040,00035,00036,00042,00040,00066,60075,00079,90080,00070,00055,00090,00075,000150,00046,60090,00060,00090,00090,0005
250、0,000120,00075,00053,300120,00070,00073,30090,00053,200100,00090,00055,000100,00090,00066,600100,00065,00055,000120,00093,300180,00065,00030,00030,50034,00034,50053,30060,00040,00065,00055,00045,00072,50055,000110,00033,30067,50033,30070,00065,00040,00085,00060,00040,00087,50052,00053,30070,00042,60
251、075,00065,00045,00072,50065,00056,00070,00050,00045,00085,00074,600125,00050,000Cost of LivingIndex68,7Cost of LivingIndex62,9GEAPPENDIX SALARY GUIDEFR6564Service DeskService DeskTechnical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L
252、1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperJava DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingDevOps Enginee
253、rPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperDatabase DeveloperFull Stack Developer(Java/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSalesfor
254、ce/Azure DeveloperApplications ManagementApplications ManagementSystem and InfrastructuremanagementSystem and InfrastructuremanagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions17,4003,30018,9006,70018,9005,60023,7007,80018,90023,70025,30031,6005,6002
255、5,30022,10015,80025,30023,70022,10037,9005,60026,80011,10022,10023,70044,20023,70025,30022,10060,00022,10025,30010,00031,60018,90053,70015,60063,20024,40053,70050,50047,40053,70020,00056,80063,20044,20069,50056,80060,00056,80016,70066,30027,80063,20050,50075,80056,80069,50053,70082,10075,80022,1006,
256、70025,30011,10034,70010,00050,50016,70037,90037,90034,70044,20013,30034,70044,20031,60050,50037,90041,10047,40011,10050,50018,90044,20037,90056,80037,90050,50039,50069,50044,200Security Operations Center AnalystInfrastructure Security EngineerDevOps EngineerSalesforce/Azure ConsultantNetwork Securit
257、y EngineerSoftware Solution ArchitectCloud developmentSalesforce/Azure DeveloperSecurity50,00070,00050,00050,00050,00080,00060,00050,00090,000100,00090,00090,000100,000150,000125,000100,00070,00085,00070,00070,00075,000115,00092,50075,000Cost of LivingIndex39,2Cost of LivingIndex22,4Regular permanen
258、t employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidAPPENDIX SALARY GUIDEHUINDRegular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidC#/.NET Developer11,10027,80018,900Security Operations Center AnalystAndroid DeveloperBusiness AnalystIn
259、frastructure Security EngineerQuality Assurance/TestingDevOps EngineerPython DeveloperSalesforce/Azure ConsultantNetwork Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperSecurit
260、yMobile DevelopmentCross-functional positions7,8006,7006,7007,8006,7006,7006,7007,8006,7006,70011,10010,0007,8006,70011,1007,80024,40018,90018,90024,40018,90018,90018,90024,40018,90018,90027,80024,40024,40018,90027,80024,40014,40011,10011,10014,40011,10011,10011,10014,40011,10011,10018,90016,70014,4
261、0011,10018,90014,400Service DeskTechnical Support 1st LineApplications Support Specialist L1/2System Engineer(Windows/Linux/Unix)Java DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/T
262、estingDevOps EngineerPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperFull Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperApplicati
263、ons ManagementSystem and InfrastructuremanagementSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions19,60023,00023,00019,60019,60028,00019,60037,00023,00028,00028,00040,00028,00025,00025,00028,00020,00028,00045,00019,60030,00028,00040,00025,00030,00035,00035,00060,00043,00080,00
264、048,00080,00060,00065,00065,00080,00080,000120,00040,00060,00060,00080,000100,00055,00080,00070,00070,00070,00023,00028,00028,00040,00035,00045,00035,00050,00040,00045,00050,00055,00040,00060,00035,00045,00038,00045,00055,00035,00048,00050,00050,00045,000Cost of LivingIndex61,3ITAPPENDIX SALARY GUID
265、E6766Service DeskService DeskTechnical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperJava DeveloperSecurity Operations Center AnalystAndroid Develop
266、erAndroid DeveloperBusiness AnalystBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingQuality Assurance/TestingDevOps EngineerPython DeveloperPython DeveloperSalesforce/Azure ConsultantDatabase Develo
267、perDatabase DeveloperFull Stack Developer(Java/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperiOS DeveloperSoftware Solution ArchitectSoftware Solution ArchitectEmbedded C/C+DeveloperEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)QA Engineer(automated)Software De
268、velopment ManagerSoftware Development ManagerSalesforce/Azure DeveloperApplications ManagementApplications ManagementSystem and InfrastructuremanagementSystem and InfrastructuremanagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentMobile DevelopmentCross-functional positionsCro
269、ss-functional positions18,00015,80028,80025,10036,00026,40030,00042,40030,00027,60034,30026,40039,60024,00026,40027,60035,60024,00026,40023,80042,00027,60031,70030,00027,60030,40030,00039,60024,00030,00034,30045,60063,40027,60031,70030,00026,40034,30051,60068,60030,00025,20021,10036,00042,20072,0005
270、2,80072,00063,40060,00072,00052,80049,20058,10048,00048,80072,00058,10072,00054,00046,20084,00078,00055,40072,00072,00060,70078,00060,70072,00078,00063,40084,00073,90072,00050,20078,00054,00060,70090,00089,80078,00021,60019,80032,40029,00050,40031,70054,00047,50045,60054,00040,90042,00044,90036,0003
271、4,30054,00047,50048,00036,00034,30062,40054,00042,20048,00054,00039,60054,00047,50048,00054,00042,20060,00068,60054,00039,60054,00036,00044,90060,00079,20054,000Cost of LivingIndex48,8Cost of LivingIndex38,6Regular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMid
272、PLAPPENDIX SALARY GUIDELTSecurity Operations Center AnalystInfrastructure Security EngineerDevOps EngineerSalesforce/Azure ConsultantNetwork Security EngineerCloud developmentSalesforce/Azure DeveloperSecurity19,80031,70058,10052,80031,70055,40055,40037,00066,00079,20068,60063,40071,30071,30025,1004
273、4,90071,30060,70044,90063,40063,400Service DeskService DeskTechnical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(Windows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperSecurity Operations Center Analys
274、tAndroid DeveloperBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperInfrastructure Security EngineerTechnical Support 3rd LineQuality Assurance/TestingDevOps EngineerPython DeveloperSalesforce/Azure ConsultantDigital Workplace Engineer(SCCM/Intune)Database DeveloperDatabas
275、e DeveloperFull Stack Developer(Java/JS)Network Security EngineerTechnical Support 2nd LineOracle AdministratoriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentTeam Leader Service DeskQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperApplicatio
276、ns ManagementApplications ManagementSystem and InfrastructuremanagementSystem and InfrastructuremanagementSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions17,50011,90021,00018,40040,00047,80040,00035,00040,00032,00040,00051,70040,00040,00029,40032,00038,00040,00035,00055,10040
277、,00055,40040,00040,00018,40055,10040,00050,00035,00040,00044,10040,00060,00035,00028,00018,40040,00040,40060,00066,10070,00065,00070,00048,00066,00062,80070,00070,00040,40045,00065,00070,00060,00066,10066,00066,50070,00065,00029,40062,40070,00075,00060,00070,00055,10065,00085,00060,00025,00015,20030
278、,00029,40050,00060,60055,00050,00055,00040,00050,00057,20055,00055,00034,90037,50050,00055,00050,00060,60050,00060,90055,00050,00023,90058,80055,00060,00050,00055,00049,60057,50070,00050,000Cost of LivingIndex45,3Cost of LivingIndex37,4Regular permanent employment contract-Salary Currency:Euro-Job A
279、reaJob TitleMinimumMaximumMidAPPENDIX SALARY GUIDEPTRO6968Regular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidJava DeveloperGolang DeveloperC#/.NET DeveloperSoftware Development ManagerPython DeveloperTeam Lead FullStack DeveloperFull Stack Developer(Java/JS)
280、Drupal DeveloperEmbedded C/C+Developer.NET Team LeadReact Software DeveloperDesign EngineerSoftware Development29,40036,70044,10073,50014,70066,10059,10047,80033,10058,80044,10014,70066,10058,80062,40097,80073,50080,80070,20062,40062,40073,50058,80048,00058,80047,80055,10085,70055,10073,50064,60055,
281、10051,40066,10051,40033,100Android DeveloperQuality Assurance/TestingQA Manual+AutomationiOS DeveloperQA Engineer(automated)Mobile Development44,30036,70047,80044,30018,40066,50055,10055,10066,50058,80055,40045,90051,40055,40047,800Business AnalystDevOps EngineerData Science SpecialistSoftware Solut
282、ion ArchitectData EngineerCross-functional positions36,70044,10047,80084,50047,80055,10066,10066,100110,20073,50044,10055,10056,90097,30062,400Security Operations Center AnalystInfrastructure Security EngineerCybersecurity ConsultantSalesforce/Azure ConsultantCybsersecurity Program ManagerNetwork Se
283、curity EngineerCloud developmentSecurity Solution ConsultantSalesforce/Azure DeveloperSecurity44,40051,40051,40066,50073,50055,10051,70062,40062,80051,40062,40062,40073,80091,80066,10066,50073,50070,20045,90056,90056,90070,20082,70060,60059,10068,00066,500Service DeskTechnical Support 1st LineApplic
284、ations Support Specialist L1/2System Engineer(Windows/Linux/Unix)Java DeveloperAndroid DeveloperDatabase AdministratorC#/.NET DeveloperPython DeveloperDatabase DeveloperFull Stack Developer(Java/JS)iOS DeveloperEmbedded C/C+DeveloperSoftware Development ManagerApplications ManagementSystem and Infra
285、structuremanagementSoftware DevelopmentMobile Development13,00014,00020,00022,00022,00020,00021,00030,00025,00030,00025,00030,00035,00022,00023,50046,00060,00042,50046,00052,50072,50046,50072,50070,00055,00077,50017,00018,00028,00035,00035,00028,00035,00040,00031,00040,00040,00037,50050,000Cost of L
286、ivingIndex37,2APPENDIX SALARY GUIDERSRegular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidSecurity Operations Center AnalystBusiness AnalystInfrastructure Security EngineerQuality Assurance/TestingDevOps EngineerSalesforce/Azure ConsultantNetwork Security Engi
287、neerSoftware Solution ArchitectCloud developmentQA Engineer(automated)Salesforce/Azure DeveloperSecurityCross-functional positions25,00025,00025,00019,00029,00020,00025,00026,50025,00025,00025,00050,00050,00070,00045,00077,50085,00070,00050,00085,00055,00085,00035,00035,00040,00035,00047,50042,00040
288、,00035,00043,50041,00047,500Service DeskTechnical Support 1st LineApplications Support Specialist L1/2System Engineer(Windows/Linux/Unix)Java DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorC#/.NET DeveloperInfrastructure Security EngineerQuality Ass
289、urance/TestingDevOps EngineerPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperFull Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperA
290、pplications ManagementSystem and InfrastructuremanagementSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions16,80024,00024,00030,00033,60026,40026,40024,00030,00042,00021,60032,40028,80042,00028,80030,00030,00027,60043,20027,60045,60026,40048,00032,40021,60031,20038,40048,00042,
291、00045,60039,60036,00048,00048,00027,60048,00044,40048,00044,40048,00039,60048,00056,40044,40054,00042,00066,00048,00019,20027,60030,00039,60038,40037,20030,00030,00039,60045,60024,00039,60036,00045,60034,80042,00033,60038,40048,00036,00049,20033,60060,00039,600Cost of LivingIndex44,2Service DeskTech
292、nical Support 1st LineApplications Support Specialist L1/2System Engineer(Windows/Linux/Unix)Database AdministratorDatabase DeveloperApplications ManagementSystem and Infrastructuremanagement15,00018,00025,00030,00030,00026,00031,00055,00065,00065,00020,00025,00038,00042,00042,000Cost of LivingIndex
293、50,6APPENDIX SALARY GUIDESKES7170Regular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidJava DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystC#/.NET DeveloperInfrastructure Security EngineerQuality Assurance/TestingDevOps EngineerPyth
294、on DeveloperSalesforce/Azure ConsultantFull Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentQA Engineer(automated)Software Development ManagerSalesforce/Azure DeveloperSoftware DevelopmentSecurityMobile DevelopmentCross-
295、functional positions25,00028,00032,00030,00027,00030,00025,00030,00025,00032,00030,00030,00035,00045,00025,00032,00032,00040,00032,00065,00055,00057,50050,60065,00060,00045,00067,50065,00060,00065,00060,00065,00072,50065,00060,00050,00065,00060,00045,00040,00045,00040,00045,00045,00032,00045,00042,0
296、0045,00047,00045,00047,00060,00043,00045,00040,00055,00045,000Service DeskTechnical Support 1st LineApplications Support Specialist L1/2System Engineer(Windows/Linux/Unix)Java DeveloperSecurity Operations Center AnalystAndroid DeveloperBusiness AnalystDatabase AdministratorC#/.NET DeveloperInfrastru
297、cture Security EngineerQuality Assurance/TestingDevOps EngineerPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperFull Stack Developer(Java/JS)Network Security EngineeriOS DeveloperSoftware Solution ArchitectEmbedded C/C+DeveloperCloud developmentSalesforce/Azure DeveloperQA Engineer(autom
298、ated)Software Development ManagerApplications ManagementSystem and InfrastructuremanagementSoftware DevelopmentSecurityMobile DevelopmentCross-functional positions46,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80046,80
299、046,80060,00070,00070,00080,00060,00080,00065,00060,00080,00080,00070,00090,00080,00070,00080,00080,00060,00080,00095,00080,00080,00080,00070,00095,00050,00050,00060,00065,00050,00065,00055,00050,00065,00070,00060,00070,00065,00060,00060,00065,00050,00065,00075,00065,00070,00060,00060,00080,000Cost
300、of LivingIndex114,2APPENDIX SALARY GUIDECHRegular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidService DeskService DeskTechnical Support 1st LineTechnical Support 1st LineApplications Support Specialist L1/2Applications Support Specialist L1/2System Engineer(W
301、indows/Linux/Unix)System Engineer(Windows/Linux/Unix)Java DeveloperJava DeveloperSecurity Operations Center AnalystAndroid DeveloperAndroid DeveloperBusiness AnalystBusiness AnalystDatabase AdministratorDatabase AdministratorC#/.NET DeveloperC#/.NET DeveloperInfrastructure Security EngineerQuality A
302、ssurance/TestingQuality Assurance/TestingDevOps EngineerPython DeveloperPython DeveloperSalesforce/Azure ConsultantDatabase DeveloperDatabase DeveloperFull Stack Developer(Java/JS)Full Stack Developer(Java/JS)Network Security EngineeriOS DeveloperiOS DeveloperSoftware Solution ArchitectSoftware Solu
303、tion ArchitectEmbedded C/C+DeveloperEmbedded C/C+DeveloperCloud developmentSalesforce/Azure DeveloperQA Engineer(automated)QA Engineer(automated)Software Development ManagerSoftware Development ManagerApplications ManagementApplications ManagementSystem and InfrastructuremanagementSystem and Infrast
304、ructuremanagementSoftware DevelopmentSoftware DevelopmentSecurityMobile DevelopmentMobile DevelopmentCross-functional positionsCross-functional positions9,00030,00019,20032,00018,00040,00030,00055,00029,40024,00070,00025,80047,00026,40055,00020,40060,00022,80014,40040,00025,80027,60070,00029,40014,4
305、0040,00022,80060,00046,80026,40070,00038,40075,00020,40060,00045,00029,40020,40042,00046,80085,00011,40040,00024,00041,00030,00050,00037,20095,00039,00031,200100,00033,00070,00036,00070,00030,000100,00030,00045,60055,00039,00036,000115,00041,40025,20050,00031,200100,00030,00033,600100,00052,800105,0
306、0030,000100,00058,20041,40030,00058,00062,400130,00010,20035,00021,60037,00024,00045,00033,60070,00034,20027,60085,00029,40055,00031,20062,00025,20075,00026,40030,00047,00032,40031,80085,00035,40019,80045,00027,00075,00026,40030,00085,00045,60090,00025,20075,00051,60035,40025,20050,00054,600105,000C
307、ost of LivingIndex28,1Cost of LivingIndex61,5UKAPPENDIX SALARY GUIDETR7372Regular permanent employment contract-Salary Currency:Euro-Job AreaJob TitleMinimumMaximumMidSecurity Operations Center AnalystInfrastructure Security EngineerDevOps EngineerSalesforce/Azure ConsultantNetwork Security Engineer
308、Cloud developmentSalesforce/Azure DeveloperSecurity50,00050,00060,00055,00060,00055,00060,00075,00075,00080,00080,00080,00080,000100,00060,00060,00070,00070,00070,00070,00085,000APPENDIX SALARY GUIDE7574MethodologyMETHODOLOGYThis report is the result of research conducted by the Connected Car&Mobili
309、ty Observatory of the Politecnico di Milano and the Data Intelligence company INTWIG.The study was conducted in 13 countries(Brazil,China,France,Germany,India,Italy,Poland,Portugal,Romania,Spain,Turkey,USA,and the United Kingdom)and was structured following a rigorous methodology developed in 3 phas
310、es:Desk Analysis:collection and systematisation of public data able to provide a broad and articulate reading of the IT sector worldwide;Opinion leader interviews:36 in-depth interviews with Opinion Leaders in the 13 countries surveyed;International Survey:indicated as“Gi Group Holding,IT Internatio
311、nal Survey 2024”a CAWI survey conducted on a sample of 500 residents in each of the 13 countries,aged 18 to 65(including decision makers,HR manager,IT workers,open-to-work).7776INTWIG is a Data Intelligence company that has been developing data management strategies since 2016.It offers support to c
312、ompanies to understand the context they move into,anticipate trends,optimise processes and make decisions quickly.INTWIGs method is customised,rigorous and covers the entire Data Lifecycle:collection,analysis,interpretation and visualization.Customised tools and solutions are developed by a team of
313、researchers,analysts,data managers and communication experts with technical and cross-functional skills.The Digital Innovation Observatories of the School of Managementof the Politecnico di Milano were born in 1999 with the aim of creating culture in all the main areas of Digital Innovation.Nowadays
314、,Observatories are a qualified reference point on Digital Innovationthat integrates Research,Communication,Continuous Updatingand Networking activities.The HR Innovation Practices Observatory was founded in 2010 to address the radical transformation process of competences and of the role of the HR D
315、epartment resulting from the spread of new digital technologies and organization models.The Observatory is the resultof Research activities conducted over 12 years by the Digital Innovation Observatories of the Politecnico di Milano,particularly the Enterprise 2.0 and Intranet and Network Organizati
316、on Observatories.It aims to support HR Executives in the human resources development and management process generated by the spread of new technologies and organization models.The Observatory is focused on being a point of reference in the development of the innovation culture in HR and foster the coming together and development of a community between demand and offering of technologies for the development and managementof Human Resource management.DataResearchandAnalysisDataResearchandAnalysis+GraphicDesign78More thanWork