What is NoOps? The quest for fully automated IT operations
Automation has IT leaders eyeing the possibility of environments with no hands-on operations work. But this evolution of DevOps may be more pipedream than practical reality.
Automation has become a widely used tool for streamlining IT operations, and Mindtree is one such organization removing manual processes from its infrastructure as it moves toward delivering a more fully automated environment.
The consulting and managed service provider’s strategy follows an ambitious goal prevalent in many tech organizations: To get away from the conventional work of IT operations and let machines handle it instead.
Such an environment, where there’s virtually no hands-on operations work, could deliver a faster, more frictionless development and deployment experience — meaning better turnaround times for business requests for new functions and services, says Rene Head, global vice president of infrastructure at Mindtree.
“It’s not just about IT delivery excellence; it’s a win for the business as well,” Head says.
That’s the promise of NoOps, an emerging IT trend that is pushing some organizations beyond the automation provided by DevOps to an infrastructure environment that requires no operations work.
What is NoOps?
NoOps is the idea that the software environment can be so completely automated that there’s no need for an operations team to manage it. NoOps, for “no operations,” is a concept that pushes forward a trend that has been on the march for a decade or more.
To be clear, NoOps is not the same as outsourcing your IT operations. It’s not about moving to SaaS or the cloud and expecting those vendors to run operations — although both managed service providers, such as Mindtree, and cloud companies are indeed on the NoOps journey themselves to gain more speed and agility in their own infrastructure.
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The future of IT leadership: 5 new roles CIOs must master
If you think technology leaders’ jobs have changed a lot over the past few years, just wait. Here are five new roles all CIOs must take on in the years ahead.
It’s more than an understatement to say the role of technology leaders has changed over the past few years.
The widespread adoption of cloud computing and process automation has reduced the demands for IT departments to keep the lights on. Large-scale capital expenditures on infrastructure are being replaced by increased operating expenses on services. Meanwhile, the pressure to take an active leadership role in the business’s digital transformation is greater than ever.
“If you looked at CIOs ten years ago, they spent an inordinate amount of time in the lower parts of the stack and in the data center,” says Archana Rao, CIO for Atlassian, makers of collaboration tools like Trello and Jira. “The emergence of cloud and business process automation have shifted us away from old-school operational CIOs and into business enablers.”
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6 soft skills IT needs to succeed in the digital era
When it comes to transformation, tech expertise goes only so far. IT leaders must look for and develop traits not traditionally required for technologists in order to succeed in the years ahead.
As their companies seize on automation, AI and other leading-edge technologies to remake themselves into digital organizations, they’re finding they don’t have the skills they need.
Consider some numbers released by Gartner this fall: The IT research firm found that 70 percent of employees have not mastered the skills they need for their existing jobs while 80 percent lack the skills they need now and for future career success.
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7 IT salary and hiring trends for 2019
The IT industry continues to face a talent shortage, but businesses are getting creative to fill the necessary skills gaps for successful digital transformation.
When it comes to IT, change is a constant. Thanks to a wide range of maturing technologies and the threat of digital disruption, the pace of change in IT has accelerated — even in just the past year. But one facet of IT remains the same: that IT organizations continue to struggle to find enough talent to meet demand.
That talent gap puts pressure on IT hiring practices and on organizations’ ability to offer competitive salaries in a tight talent market. But emerging trends from the Robert Half 2019 Salary Guide suggest that organizations are adapting and finding ways to fill skills gaps, even if they can’t lure the top tech talent available.
Robert Half surveyed 2,600 IT hiring decision makers in North America to find trends in IT hiring and to uncover what businesses value when finding new candidates to hire. Whether you’re looking for new talent or embarking on new IT initiatives, here are seven trends impacting IT salaries and hiring this year.
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Direct-hire Full Stack Developer Opportunity in South Dallas, TX
Direct-hire Full Stack Developer Opportunity in South Dallas, TX
The Full Stack Developer will provide development skills to efficiently develop code that can be leveraged across multiple sites. It is important to build synergies around development objects for reuse rather than have to rebuild every time. Will participate in technical design and visual design sessions providing input on best practices.
We are looking for a dynamic and self-motivated person with a strong customer focus and the ability to work on key initiatives. The individual will have a structured working approach and excellent analytical and communication skills
- Working closely with our Sitecore Architect and Design Team to execute business critical projects from our strategic roadmap
- Acting as first line of support on critical application and user interaction issues
- Working closely with other members of the digital team to fully integrate the user experience across multiple platforms
- Respond promptly to internal and external customer requests.
- Execute daily, iteration and project level tasks on time and within committed timeframes.
- Lead the design and development of assigned projects.
- Build reusable code and libraries for future use
- Ensure the technical feasibility of User Interface (UI)/User Experience (UX) designs
- Optimize application for maximum speed and scalability while ensuring application security
- Must also work closely with team members in a collaborative manner to achieve common team objectives.
- Interface with business analysts and technical staff and be responsible for delivering complete work products
- Takes direction from project team members and immediate supervisor, but takes initiative and shows leadership when appropriate
- Ability to actively contribute from day one in a fast paced and evolving environment
- Ability to work independently or on a team
- Strong understanding of SDLC methodologies (Agile, SCRUM, other)
Bachelor’s degree in Computer Science, Information Systems, Business Administration or related discipline with an information technology focus or equivalent combination of education, experience, and training that provides the required knowledge, skills and abilities to perform the essential functions of the job.
Experience must include:
- Minimum 3+ years of JavaScript, jQuery, and CSS development experience
- Some C#, ASP .Net, Sitecore SXA, Angular, Knockout, Telerik Kendo UI, experience or awareness a plus
- Async, Multi-Threaded, Concurrent, Multi-User development
- Deep hands-on knowledge of the HTML5 and CSS.
- Experience with source control, work item tracking, and build management with GIT (or similar)
- .Net Core, MVC, Microservices, Web API and/or WCF Services with Entity Framework.
- SQL Server
- XML
- entity framework
- Linq
- Postman tool
- Proven experience delivering enterprise-level projects and solutions from inception through support
- Experience with mobile development and/or mobile-first responsive design
- Experience with agile methodologies
- Excellent problem-solving techniques
- Excellent communication skills (listening, oral and written communications)
- Ability to work independently with minimal guidance
- Strong relationship building and collaboration skills
- Must be highly motivated self-starter
- Excellent creative and analytical capabilities
- Adaptable, creative problem solver wanting to help evolve digital maturity and influence adoption across the organization
- Excellent oral, written, presentation and interpersonal communications skills; ability to effectively exercise tact, discretion, judgment and diplomacy when interacting and/or negotiating with internal and external customers.
- Ability to present and explain technical information in a way that establishes rapport persuades others, and gains understanding.
- Ability and willingness to accept responsibility, willingness to challenge established practices and draw relevant conclusions, including the persistence and willingness to take calculated risk, to stimulate, market and sell new ideas within the organization.
- Ability to work effectively in a diverse work group, to achieve results through team efforts, and the desire and ability to motivate, persuade and direct the activities of others.
- Ability to manage/implement projects and contributes to concept development, and ability to identify, analyze and resolve business issues through solution-oriented projects.
- Ability to perform in a high-pressure environment and/or crisis situation and render good decisions to resolve the problems, maintain safety and ensure adherence to Corporate Code of Conduct.
If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:
You may also email me directly at mhanes@provisiontechgroup.com
If this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this email to them as we pay referral fees for anyone you refer that we place with a client.
Regards,
Mike Hanes
ProVisionTech
mhanes@provisiontechgroup.com
http://www.linkedin.com/in/mikehanes
http://twitter.com/mikehanes
Visit our website: www.provisiontechgroup.com
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The 8 biggest IT management mistakes
Sure, nobody’s perfect. But for those in charge of enterprise technology, the fallout from a strategic gaffe, bad hire, or weak spine can be disastrous. Here’s how to avoid (or recover from) big-time IT leadership mistakes.
Everybody makes mistakes. Most are harmless, some are embarrassing but forgivable, and some can take your career — or your company — down with them.
Some of the most common IT gaffes include becoming trapped in a relationship with a vendor you can’t shake loose, hiring or promoting the wrong people, and hiding problems from top management until it’s too late to recover.
When you’re in charge of enterprise technology, the risks are much higher and the fallout from mistakes can be much worse. So we’ve ranked them by order of severity: Level 1 (an embarrassing story you’d tell over a beer, but maybe not right away); Level 2 (one you can recover from, but don’t expect to be on the fast track for promotion); and Level 3 (you’re fired).
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