The other day I was talking to a former colleague who quit before the pandemic because he could no longer stand the atmosphere. He was a really good and hard worker with a lot of experience and found a similar job very quickly. He says that while working at Fiserv he was not even aware of how outdated his skills actually were until he came to the new company. Here people seem to be sinking along with the company.
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The general rule at Fiserv was to get a job and money, usually below par, and learn something for a year or two and then move out and on for a better paying job in a better company. Not to say that First Data thus is a great thing - far from it. But Fiserv had it's problems too. Education was not a strong suite. (It is known that Fiserv pay was always below standards). I am not a First Data shill by the way,
While it is true that there are many online courses available I have found that the offerings related to my technical needs were not plentiful and of limited benefit. When engineering introduces sophisticated new technologies into an environment, most engineers receive little or no formal training and are expected to gain expertise in these technologies on an individual basis and on their own time. The liability of this approach is particularly acute for Operations engineers who are expected to support our production systems in a competent and professional manner.
@5hhs+18V6Rt2c Your HR is showing again.
Truth we invest heavily in associate development, probably more than most. 10,000 on-line course, 4 leadership development programs, great orientation and on boarding, digital skills program, job specific training just to get started. Better to have facts before spreading misinformation.
@3rwj+18V6Rt2c thinking like this is why Fiserv does not have top tier talent and is probably the reason why there are so many outages. If you want a better workforce, invest in them from the top down. Your senior leadership doesn't know how to empower employee's and give a clear vision. The environment is lead by fear.
The opportunity for professional growth is critical for any company that wants to attract and retain top talent - especially when it comes to the younger workforce. Research by Gallup found that 87% of millennials say professional development or career growth opportunities are very important.
Such Entitlement to think Fiserv should be responsible for your growth! I keep myself up to date and growing, that is my job and I wouldn't trust it to anyone. Maybe you need to become more independent and think for yourself.
Fiserv leadership is too busy dragging the company back to the 60s with its ridiculous agile, affirmative action (packed and sold as 'diversify & include') and benefits programs. Employee development falls by the wayside. Unfortunately, Fiserv is not the place to be if you want to use current technologies and stay sharp; the powers that be are focused more on increasing their pocket mass.
I will second that notion. I had to do a lot of work to get my skills up to par. Fiserv doesn't invest much into their employee's education, and it shows in comparison to other companies.