Edit: I still recommend have lab equipment and not learning on the job with production systems. I also still think that training employees is the way to go, and I still advocate for attending the IBM Technical university. The last link no longer works.
Originally posted July 8, 2008 on AIXchange
Even though we all work hard at our jobs, we also want to continue learning and growing to keep pace with trends and new technology. But staying current can be challenging. Particularly if you spend your time periodically setting up machines that run for the most part with no fuss and no muss, your skills can erode.
Sure it helps to read articles and documentation, but there’s nothing like a lab or test machines for actually learning how new technology works. You definitely don’t want to use your production machine to test new things, not unless you like outages and restores.
When employers are seeking people with new skills, they often turn to contractors. Their skills are continually kept up to date through training and hands-on experience, and by working at multiple customer sites, they get exposed to different kinds of systems.
I concede that some contractors are better than others. You must be careful when you’re trying out someone untested. A contractor not only needs the necessary skill set, but the ability to fit into an organization. A genius contractor who cannot communicate or work well with others is of little use to an organization.
However, good contractors can be invaluable. I’ve seen contractors who are onsite so often that they’re mistaken for a regular employee. In other situations, where they’re only needed for specific projects that require specialized expertise, good contractors will work side by side helping in-house staffers get up to speed, and when the project is complete, they’ll leave behind documentation and knowledge. While organizations can benefit from bringing in contractors, they shouldn’t dismiss the more traditional way of bringing new IT skills: training.
I certainly recommend that regular employees receive as much hands-on training as possible.
Unfortunately, training and education budgets are unpredictable, and many organizations offer less training than they once did. Besides budgetary issues, there’s a trust issue. Some organizations fear that educating employees equates to padding their resumes, and the expenditure inevitably leads to people taking their new skills to a different company. My response is that if your organization trains people and provides avenues for growth, it’s a good place to be, and there’s no reason employees would want to look elsewhere. If people are leaving, it’s not because of training, but for another reason that must be identified and addressed.
Speaking of training, IBM Power Systems Technical University featuring AIX and Linux (formerly IBM System p, AIX and Linux Technical University, which I covered in a previous AIXchange blog entry) is set for Sept. 8-12 in Chicago.
Make plans to attend this year’s conference, and you’ll be well-positioned for the future.