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Organizational Solutions PDF Print E-mail

Staffing and Resource Solutions

The way your IT organization is staffed, organized, sourced, and internally matrixed can have significant impact on the performance, productivity, and operating cost of this critical support function - yet it is the most often overlooked component of the IT group. If not carefully considered, it is easy to over/under spend, be over/under staffed, or to be improperly aligned to the business operations. Important decisions about the need for a key position, (CIO, CTO, VP, Director), how to source an IT skill set, identifying missing roles or eliminating others, and assessing the overall structure and reporting lines will play a significant role in your IT performance.
 
Organization Planning

Don't underestimate or overlook the importance of properly organizing your IT department. Proper organization and business alignment will increase performance, reduce costs, offer greater alignment with the business model, and yield a more productive, team-oriented IT group. Some key questions to consider:

  • How is your IT function organized: by Line of Business (LOB), by Geography, by Function, by Cost Center, or a combination of these?
  • Is it matrixed - should it be? 
  • How is the IT leadership organized? Are there too many? Not enough? 
  • What are the reporting lines into the business? Are there too many or not enough? 
  • Can I consolidate roles and responsibilities?


TouchPointe can help:

  • Complete staffing analysis and organizational review
  • Alignment of key business drivers and operating model with IT organization 
  • Staffing consolidation to combine or eliminate redundant or overlapping positions 
  • Gap analysis to determine key positions that may need to be filled 
  • Organizational right-sizing to match business model and revenue 
  • Roles / responsibility matrices to properly group jobs and streamline operations


Sourcing Strategies

Just as you plan out how you will "source" or procure any commodity, you need to look at your IT organization in the same regard. Just as you can build, purchase, lease, or hourly rent most anything these days, the same holds true for your IT staff. Should you "build" or train/develop a new hire, or "purchase" an experienced employee with years of skill (at a higher rate). Perhaps you should "lease" or outsource that skill from a managed service provide and reduce your benefits and management needs (while increasing your hourly payout), or maybe you just want to "rent" an IT professional at an hourly rate on an as-needed basis?

If you decide to hire, who is qualified to review / interview that candidate? If you decide to outsource, is that on-shore, off-shore, or near-shore? Who will negotiate that contract and manage the SLA's? Is it cheaper to hire an FTE or just pay for a monthly service?

There is no right answer - just what's right for your business. That's where we can help:

  • Complete staffing analysis and recommendations for strategic sourcing opportunities including FTE, PTE, Temps, Contractors, and Outsourced Solutions
  • ROI and impact analyses for various sourcing options 
  • Contract and SLA negotiations 
  • SLA creation including ARCs and RRCs 
  • Staff assessment and executive placement reviews 
  • Staffing provider assessment and contract negotiation
  • Resource management and capacity planning


Compensation Analysis
One of the biggest questions we here is, "Am I properly compensating my IT staff?" And it's a very good question. Even though the IT staff representst a cost center in many companies, there is a signifacant amount invested in your IT staff: intellectual capital (internal systems operations, audit responses, daily support, and ongoing projects make turnover a signifacant pain point in any IT shop. Yet, with the perpetual challenge of maintaining strong profitability and controlling direct expenses, proper compensation becomes a key factor. The executive partner's at TouchPointe have years of experience and ongoing data points to help assess your current compensation programs, at the enterprise level down to the individual.

  • Turnover reporting / analysis to identify immediate issues and offer market / industry comparisons
  • Complete compensation analysis and recommendations for future staffing compensation packages 
  • Salary banding and job classifications 
  • Salary benchmarking and analysis

 

 
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