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7 Skills Every IT Manager Needs to Survive the 2010s

August 30, 2010/0 Comments/in IT Management, IT Managers, IT Skills/by admin

InfoWorld — As companies emerge from the recession, IT managers need to rethink their careers, especially as businesses recast IT’s role more as growing the business than running the operations. The old approaches to career growth won’t work. Instead, IT managers — and those who aspire to be managers — should focus on seven key skills for the new era.

Although no single set of skills can bulletproof your career in this decade and beyond, the foremost of these seven is the ability to continuously learn and possess a broad range of valuable tech and leadership capabilities, according to IT experts interviewed by InfoWorld.com.

[ Keep your IT and business skills sharp: Read Bob Lewis’ IT management advice in InfoWorld’s Advice Line newsletter. | Discover the 30 skills every IT person should have and which tech jobs are recession-proof. ]

“The survival skill for an IT manager is the ability to think about where you develop your career,” contends Kathryn Ullrich, an executive IT recruiter and author of “Getting to the Top” (Silicon Valley Press, 2010). “How do you stay on the cutting edge of tech so you’re continuing to develop your skill set? And career resilience? If you’re developing into a manager, director, or VP, it is about adding leadership skills.”

Although IT managers can’t be proficient in everything, they are expected to have fluency in major business and technology issues. “Unless they want to be order-takers, [IT managers] should have a point of view on the business — its strategy, its operations, and how it can be improved,” says Hank Leingang, an IT strategy consultant and former CIO at Bechtel and Viacom.

Many IT managers focus solely on mastering new tech skills to increase their value to their employers — a strategy that makes perfect sense, but only up to a point. Once you reach that point, you can damage your career by becoming viewed as only technically proficient and being perceived as unskilled in business planning and learning how to communicate and collaborate well with customers, coworkers, and service providers. But if you have a balance of these “hard” technology skills and “soft” business and people skills, you can go a long way toward insulating your career from recessionary woes.

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IT Careers: There’s More to an IT Career Than Technology

August 25, 2010/2 Comments/in IT Careers, IT Jobs/by admin

As IT roles move up the value chain, companies like Johnson & Johnson, State Street, W.W. Grainger, General Mills and Xerox are looking to hire smart, tech-savvy, collaborative business professionals for 20- or 30-year multifaceted careers, not for IT jobs.

Computerworld — As IT roles move up the value chain, companies like Johnson & Johnson, State Street (STT), W.W. Grainger (GWW), General Mills and Xerox are looking to hire smart, tech-savvy, collaborative business professionals for 20- or 30-year multifaceted careers, not for IT jobs.

“I believe the idea of hiring people for a job is well past,” says LaVerne Council, CIO at Johnson & Johnson. Instead, Council and other savvy IT and business leaders are more focused than ever on developing sophisticated job-rotation programs and flexible career paths that offer employees exposure and experience throughout the enterprise and significantly boost their opportunities to move up and branch out within the company over time.

“We have a talent management process where we help people coach their careers into various different roles — business to IT, and IT to the business. But we do it as well within IT, from infrastructure to applications to change management and to all of the other various functions within IT,” says W.W. Grainger CIO Tim Ferrarell.

So far, it’s a strategy that appears to be working. Ferrarell, for example, started out at Grainger in merchandising and product management, then progressed through marketing and strategy before moving to IT seven years ago. Grainger’s CEO, Jim Ryan, is a former CIO.

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Senior Information Security Analyst Opportunity in Dallas, TX

August 23, 2010/0 Comments/in CISSP, Dallas IT Security Jobs, Information security jobs, IT Jobs, IT Security, IT Security Jobs, Network Security Jobs, PCI/by admin

If this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them as we pay referral fees for anyone you refer that we place with a client.

GENERAL FUNCTION:

The senior information security analyst provides technical leadership in support of implementing, maintaining, monitoring and troubleshooting a broad range of security infrastructure at the client company. The role will serve as a consultant to internal and external parties in establishing security for CLIENT, its affiliates and its products. The senior information security analyst will provide technical direction and support to more junior members of the team and to product teams who require security expertise in their projects.

DUTIES AND RESPONSIBILITIES:

· Monitor, analyze, and interpret security/system logs for events and incidents reflective of unauthorized access or operational irregularities and escalate for action as appropriate

· Serve as information security subject matter expert and actively assist CLIENT teams in the development of secure business solutions for medium to highly complex problems

· Work on multiple projects as the team member who leads the security design of the project

· Support security incident response as required

· Provide technical leadership and support for more junior level security personnel

· Monitor security advisories and ensure security updates, patches and preventive measures are in place throughout the relevant CLIENT computing environments

· Perform technical IT security risk assessments

· Analyze audit findings and make recommendations to lower security risks to acceptable levels

· Support information security awareness efforts throughout CLIENT

· Consult, advise and approve secure network design

· Ensure that security changes comply with company change management policies and procedures

· Author security policies, procedures, standards, and guidelines for computing infrastructure

· Establish and enforce operating system and application hardening standards

· Establish, maintain and monitor mechanisms to ensure protection against malware on company computing systems

· Automate security processes and tasks to achieve efficiencies and/or improved accuracy

KNOWLEDGE & SKILLS REQUIRED:

· Bachelor’s Degree in Computer Science or similar field of study, or have equivalent industry experience

· Minimum of ten years of technical IT experience, five of which were working as information security analyst

· Strong background working with security technologies: firewalls, intrusion detection, vulnerability scanning and remediation, security log management, network traffic analysis, privilege management

· Knowledge of regulatory compliance standards used in financial industry e.g. PCI, GLBA, SOX, SAS70

· Strong understanding of LAN, WAN, and wireless communications and protocols

· Strong knowledge of UNIX and Windows operating systems

· Prefer CISSP, GIAC, or CISM certification

· Must be able to juggle priorities and operate with little ongoing supervision

· Must have excellent teamwork skills

· Certification in Control Self-Assessment (CCSA) or Check Point Certified Security Expert (CCSE) certification preferred

· Familiarity with physical, administrative, and technical controls commonly used to secure information and systems

· Working experience with the Payment Card Industry Data Security Standards (PCI DSS)

· Hands-on experience with Active Directory deployment and maintenance

· Experience with and knowledge of Internet/Intranet networking protocols and services

· Advanced level of understanding of routed and switched networks

· Extensive experience with TCP/IP, routing protocols, and network sniffing technology

· Hands-on experience configuring and managing Cisco routers and switches

· Extensive experience with VPN technology

· Extensive knowledge of Encryption software

WORKING CONDITIONS:

· Office environment with limited exposure to extremes in dust, noise or temperature

· Extended hours of viewing of computer screens and use of computer mouse

· Position requires scheduling flexibility to support on-call work assignments and off hours security incident handling

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

1) Do you have an updated Word copy of your resume?

2) What is your availability to start?

3) Are you open to a direct-hire position?

4) What is your current salary or pay rate?

5) Are you currently eligible to work for any employer in the US?

6) When is the best time to contact you and what # can you be reached at for this opportunity?

Regards,

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

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Retain Your IT Staff Through Job Rotations

August 21, 2010/0 Comments/in IT Department, IT Hiring, IT Job Satisfaction, IT Professionals, IT Staff, IT Staff Retention, IT Staffing, IT talent, Software Engineers, Technical Staffing, Technology/by admin

As the economy slowly shows signs of improvement, an IT Job Rotation Program can help you retain your top performers.

As the economy slowly shows signs of improvement, your IT staff members will inevitably question whether they should explore new opportunities. The management challenge that we face is that IT professionals possess skills that are relatively transferrable from one industry to another, so if you’re in a hard hit industry, you have more risk in retaining your top talent as other industries improve faster. So, how do you retain your IT staff in today’s unpredictable economy?

Build a Job Rotation Program

Job rotation programs are designed to move employees from job to job within a company as a vehicle to attract, retain and motivate staff. Rotation programs give employees an opportunity to explore other careers, prevent job boredom, develop competencies, foster career growth, and improve talent in an organization. A well designed job rotation program can have a very favorable impact on job satisfaction, productivity and retention. Rotations are different from normal job openings because the job opening is created by two employees interested in moving into each other’s jobs.

Where Do You Start?

First, assemble a small, cross-functional team of individual contributors and managers to define the program. The team can help you study the topic, define specific objectives, establish the process, and make sure that whatever you eventually put in place will be an effective program. There is a lot of free information available on the internet and even consultants that specialize in the topic.

Defining Objectives

While the name of the program clearly implies its intention, it does not convey the reasons why such a program is necessary for your company. It is important that you clearly emphasize why the program is needed. Organizations put rotation programs in place to solve different objectives. The team that you assemble to build the program can help you identify and communicate the objectives of the program. Merely saying that the program will be designed to help retain employees is not sufficient because no one will understand how such a program will help retain employees. And retaining employees is a goal or an outcome, not an objective. An example of an objective of a job rotation program may be to broaden an individual’s knowledge of other functions in the IT department, which in turn will help become more valuable to the organization. In this age of doing more with less, this is a worthy objective.

Establishing a Process

After you have sufficiently studied rotation programs and are ready to design your own, carefully consider the type of process that you will need. Some companies have very informal rotation programs. In these companies, the culture itself encourages employees to move from one job to another. There may be enough natural movement that a highly structured program is not necessary – too much structure may even be viewed as an impediment in this type culture. Although, it is arguable that some amount of structure is necessary in any type of culture so that employees understand how to make a move into a different role that is right for them – and for the company.

When designing a job rotation program, consider steps such as the request process, eligibility, matching participants to opportunities, terms of rotation, timing, transition plan, and monitoring the rotation. It is best to have the program clearly documented and made available on the company’s intranet.

Measuring the Success of the Program

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SAP SALES PROCESS ADMINISTRATOR

August 18, 2010/0 Comments/in administrator, dallas direct-hire jobs, Dallas IT, Dallas IT Jobs, dallas jobs, dallas perm it jobs, dallas perm jobs, Dallas Permanent IT Jobs, dallas permanent it positions, dallas sap jobs, IT Jobs, sales/by admin

If this opportunity is not a good match for your skills or you are not available but know someone who is, please forward this link to them as we pay referral fees for anyone you refer that we place with a client.

SAP SALES PROCESS ADMINISTRATOR

For over 100 years, our client has been the premier provider of advanced test and measuring instruments for electrical power applications. Our products provide testing solutions in the most critical electrical power maintenance areas including cable fault locating, protective relay testing, and power quality testing. We currently have a career opportunity for an experienced Sales Process Administrator at our Dallas, TX location.

Job responsibilities include:

SAP Administration/Projects for Sales & Marketing

Material master
Order entry
Commissions
Reports
Training
Work instructions

Sales & Marketing Contact Management Database Administration

Create reports and SQL queries as required by Client Sales and Marketing.
Training of new personnel on Customer Relationship Management (CRM) usage
Work instructions for CRM usage
Work with IT/business process owners to identify and resolve CRM issues as identified by Client sales and marketing personnel.
Proactively follow up with IT/business process owners regarding any outstanding CRM issues
Proactively define screens/tabs/program modules within CRM for future use by Client Sales and Marketing.

Sales and Marketing special projects

Sales Secretary/Operator back-up–all functions

Material master data entry

Support and attend Client sales meetings as required.

Required skills and experience include:

Strong verbal and written communication skills.

SAP, Microsoft Office, and Access computer skills required. Goldmine skills a plus.

Ability to work well with multiple departments.

Ability to complete multiple deadlines–requires strong multi-tasking and time management skills.

SAP PA and/or BI report experience preferred.

Understanding of general accounting principles a plus.

Client offers an excellent work environment and competitive compensation program.

If you have this experience, feel you are a fit for this position, and are interested, please answer the questions below:

1) Do you have an updated Word copy of your resume?

2) What is your availability to start?

3) Are you open to a direct-hire position?

4) What is your current salary or pay rate?

5) Are you currently eligible to work for any employer in the US?

6) When is the best time to contact you and what # can you be reached at for this opportunity?

Regards,

ProVisionTech Jobs – Dallas IT Jobs – Dallas Technical Jobs

Integrity in Recruiting
972-200-7171

“Save Time, The Best Resources, Guaranteed!”