Problem Solving in IT Series – Individual Training & Certifications

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A lot of people have their opinions on what would make IT flourish in the country. From academics, individual & company certification all the way towards marketing, there are a lot of varied views going around. There are a lot of problem statements and few solutions floating out there, so let’s document some of them. This is an ongoing series of articles which will focus on a specific area in each post. If you have any idea’s of your own, please feel free to put them up in the comments section. 

“What if they leave the company after we pay for them to get certified, wont i loose my valuable human resource?”. Talk training to software people and more often than not, you are greeted with this line. The next most common is “But trainings and certifications are useless, they dont learn anything, just spend at that time not being productive”

Thanks to a number of teachers who can’t teach and boring corporate trainer’s who can’t engage participants and content which is more reading from a slide than actually explaining something, trainings have gotten a very bad name. Combine that with the fact that hi-tech and software management trainings are considered to be useless by management, and you’ve got a very bleak picture of human resource development in organizations.

The Solution?

As from my previous post, identify a set of people who are valuable, pay them higher, keep them on interesting projects, send them to trainings and get them certifications! Oh, and have a career plan ready for them! The number one reason i hear from prospective applicants at even my firm, for leaving their previous companies is ‘there was no growth option left’. Give your star employees a growth path and they will not leave. Leave them hanging, and they will switch whenever they’re comfortable with it, not when you can spare them.

Facebook comments:


  • Hi Mansoor,

    Some good thoughts here…but do you really think that the people who approve budgets and create “business lines” are the people who read this blog?

    Finally, at the least here in our dear country, salary/ growth is somewhat proportional to communication skills. Unfortuantley, the “star employees” are not good communicators. Too bad for them!

  • Jay – I think so… you should see the Facebook and linkedin friend requests on the greenwhite profiles – many are decision makers and increasing.

  • jay: even if they dont, the people who need the trainings can always use this argument in their favour 😉

    by the way, what’s wrong with having good growth because you are good at communication? when did we forget that at the end, each business always boils down to ‘people’, and we ‘people’ need to communicate and are happier with those who do.

    also, this entire series will give a whole springboard of idea’s for people to convince management at their firms ONLY if they’re good at communicating.

    if someone just knows stuff, and doesn’t communicate, then it’s useless no? think about it for a bit… kind of like if a tree falls in a forest :p

  • @Jay
    I agree with jay. We need these kinds of article so the startup in pakistan know what they are getting into and how we can move forward in getting things right on track for the there company

  • @Mansoor: Yes, we should have arguments, and we should communicate to the “management.” But what exactly are the arguments here? Please don’t get me wrong but in this entire post, I see “opinion” or “personal experiences” and not “arguments.”

    While there is a possibility that people in the local management can listen to “personal experience” of someone they regard highly (bill gates?), they are more involved with clients than finding out what the “gurus” of the industry have to say. So, what matters to the client, matters to them. They are not interested in knowing that there are indispensable star performers in any company, unless they learn from personal mistakes.

    Again, what I have said above is my opinion and personal experience. I don’t have any convincing argument/ market survey to base my feedback on.

  • @jay: very true, this is an opinion and based on personal experience. however, in the absence of much ‘basis’, isn’t that all we have to go on?

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