Critical Knowledge, Skills, and Abilities for an IT Developer Paper Example

Being an IT Developer can involve many different forms as it can engage in creating software programs or making the digital structure for a company (Hudgens, 2017). Many IT developers operate as advisors and do tasks for the organization.

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• The first thing that the IT Developer will require to have is an understanding of the market.
• Should have a bachelors degree in computer science or software engineering, but a correlated degree in mathematics will also be helpful.
• Will need to have a good understanding of the industry for the position.
• Should be able to manage multiple projects in deadline-driven environments
• Ready to coordinate and work well with the teams, despite coming to be in a position that is generally a solitary endeavor.
• Should understand software Engineering Best Practices
• Have experience with multiple Coding languages
• The candidate will be selected on the basis of Software Engineering skills such as;
• Having the ability to analyze Complex Technical Information
• Ability to analyze the requirements of the business and be in a position to assess the impact with existing Database Architecture
• Show some experience with the JavaScript
• Show some experience in building software applications
• Experience to work with Linux, Perl, or Shell
• Have solid knowledge of Java
• Can participate in Source Code and Design reviews
• Evidence of previous experience working within an Agile Scrum Team
• Show and provide development and testing support for other Engineers within the organization.
• Display some evidence of being capable of thriving in Dynamic, Fast-Paced Environments.

All these skills that will facilitate selection of the candidate will be arrived at through a practical interview and evaluation test.

Choosing a great successor for the position will be a massive achievement for the organization, and therefore as the HR manager of the organization, I will ensure that I set my successor up for success and ensure that he/she does not leave the firm. My successor besides the IT engineering profession will be required to improve his stakeholder relationships, be motivated to change and be given a fair chance towards this change. I will ensure he is well clear with the behavior of the people in the organization that he will be leading. By this, they will be willingly listening to her and care about what he does as their role model. He will be given some inputs from me as the HR manager and key stakeholders within the organization to facilitate more learning. The stakeholders help to the successor will positively impact my successor psychologically and contribute to his success lowering his chances of leaving the firm.

The A 5 Step is the Succession Planning process I will consider to use (Timms, 2016). The process is based on five steps that include;Step 1: Identifying the critics of the position in order to have an effective recruitment process

Step 2: Identifying the competencies by having a clear understanding of the capabilities that I need for the successor to perform successfully

Step 3: Identifying the strategies of succession management that will include internal talent pools development and recruitment to address succession planning.

Step 4: Document and apply succession plans in order to have a mechanism that is clear to the timelines, responsibilities, and roles

Step 5: Assess Effectiveness to confirm that the development efforts are positive. I will achieve through systematically monitoring the workforce data, evaluate activities and make adjustments where necessary.

References

Hudgens, J. (2017). Skill up: A software developers guide to life and career: 65 steps to becoming a better developer. Birmingham, UK: Packt Publishing.

Timms, M. (2016). Succession planning that works: The critical path of leadership development. Victoria, BC: Friesen Press.