Predictions For The Enterprise IT World for 2023
Here is an article authored by ManageEngine's President, Mr.Rajesh Ganesan. In this article Mr Ganesan illustrated tech trends and their possible impact on our contemporary work environments.
Employee interactions with IT teams and technologies have undergone significant modifications since the outbreak of the pandemic. Enterprises as a whole are observing an increase in collaboration between non-IT staff and IT staff. The decentralisation and democratisation of IT can be credited for this collaboration, at least in part. There are five forecasts that are likely to materialise in the work environment, which is becoming more digital-first and hybrid.
“In the current hybrid work environment, more employees than ever are deciding for themselves how their technologies will be chosen, deployed, and used, which has led to an increase in the use of low/no-code solutions. Additionally, AI models will keep developing, scalable platforms will be preferred to standalone solutions, and businesses will have challenging employment decisions in 2023,” said Rajesh Ganesan, president at ManageEngine.
1. Enterprise-IT will evolve into enterprise-wide IT
The decentralisation of IT employees will persist. And besides having a centralised IT team to manage needs like system implementation, cybersecurity, compliance, and threat detection, most businesses also have IT staff spread out across the organization to meet specific business-driven needs as they come up. Non-IT staff and IT-related service delivery teams will leverage low/no-code platforms to create and deploy straightforward apps as technical expertise spreads throughout companies. According to a recent ManageEngine study – IT at Work : 2022 & Beyond, 42% of global IT decision makers believe that each department will have its own IT team in the next five years.
2. There will be an end to the Tool vs Platform debate
Varied sized and developed businesses have taken different decisions, particularly with regards to the management of technological infrastructure. Some people were convinced to use a specialised tool for each issue, while others invested in a platform that could grow to address issues as they emerged. The platform alternative is far more effective. Having a remedy for every issue doesn’t help businesses keep up with shifting customer needs. The holistic, scalable platform approach to managing IT infrastructure will be chosen by more and more businesses.
3. We will see unified service delivery designed for remote-first employees
Organisations will consolidate enterprise services on a unified service management platform, facilitating remote-first employees with a productive workspace—wherever these employees choose to work. Besides IT knowledge resources commonly accessed from a single enterprise self-service portal, employees will increasingly be able to access and request services; for example, they’ll be able to onboard remote employees, confirm corporate bookings, and submit travel expenses.
4. AI models will continue to evolve
In 2023, we’ll observe AI models that are more precise and only require a little amount of training data. The distinction between computer vision (CV) and natural language processing (NLP) will continue to ease out, and techniques like few-shot learning (FSL) and transfer learning will see more traction. For instance, there are tools that let us search through a recording for a particular topic before directing us to the relevant timestamps after conversing with a chatbot.
Additionally, AI regulation is on the horizon. Like we saw with data privacy legislation (GDPR), this regulation will come from the European Union. Set to become law in 2023, the E.U.’s AI Act could start being enacted as early as 2024.
5. Finding, reskilling, and retaining technology talent will continue to be a challenge
Firms are under pressure to discover and keep talent due to the rapid advancement of technology and the shifting business environment. The question of whether enterprises should find fresh talent or reskill existing employees is one that enterprises will have to ask.
Some businesses assumed it would be easy to recruit new staff after the Great Resignation, but that hasn’t actually been the case, especially for software engineers. The best course of action, in our perspective is to continue to train, educate, and support the careers of current employees. In addition to this, at ManageEngine, factors like diversity and inclusion will continue to have an impact on hiring decisions. That said, enterprises will have to choose for themselves how best to proceed.