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Part two: how does moving a data centre to the cloud affect your workforce?

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ITWeb Data Centre Summit 2017

If you are a qualified end user in this market, your attendance is FREE. Register at the annual ITWeb Data Centre Summit now, as seats are limited. AJ Hartenberg, owner at Yada Consulting Group Services, plus many others, will present at this forum on 25 July. Watch this space for the updated agenda.

AJ Hartenberg, who recently became the owner of his own business Yada Consulting Group Services, will be presenting at the upcoming ITWeb Data Centre Summit 2017, Focus Rooms, Sunninghill, on July 25.

In his new role of strategic thinker and planner, visionary, vision explorer and creator, digital strategist and transformational explorer, we spoke to Hartenberg in more detail about what he believes are the implications of cloud for the workforce.

ITWeb Events: How does moving a data centre to the cloud affect the workforce?

Hartenberg: The jobs that will exist in just five years from now have not even been thought of yet. This means that the type of work or jobs that will be created and are needed have not been thought of.

If this is true then when looking at moving the data centre to the cloud and how this affects the data centre workforce, it will be more around what level of automation and self-healing has been orchestrated in the daily operations and level of skills required to operate in the data centre.

AJ Hartenberg, business owner, Yada Consulting Group Services.
AJ Hartenberg, business owner, Yada Consulting Group Services.

This does not mean, though, that data centre skills, infrastructure skills and other existing skill sets will not exist or be needed in the future. The quantity of skills needed in some areas will diminish, and new skills will be required in other areas.

ITWeb Events: What should an organisation consider in terms of change management before making a decision one way or the other?

Hartenberg: The focus in terms of change management is to enable people to work towards their strengths and talents. Evaluating individuals' strengths and talents is key to facilitating the process of change. Many individuals know that they perform optimally in certain roles but lack the understanding as to why this is the case, and this is the missing element.

Mentoring individuals or simply providing training, limits individuals' capabilities to what they've learnt or to the level of instruction received. Transformational coaching enables individuals to identify with their talents and strengths, this coaching then helps them to push beyond those boundaries.

Goal setting and the ability to achieve these goals and knowing why you are inspired creates an atmosphere and climate for change, irrelevant of what that change may be.

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