Best Practice IT Best Practice IT Professional DevelopmentProfessional Development
Why?Why?
• Constant evolution in IT– “Commodity technical skills are going
overseas” (Computing – Jan 2007)
• New “Skills profile”– Business aware, good communicator, able to
manage business relationships, creative, innovative, leadership ability (Computing – Jan 2007)
Understand the Strategic contextUnderstand the Strategic context
• What are the strategic business objectives?
• How does IT enable them?
• How are they supported by the current people development processes?
• What is the HR strategy/ HR objectives?
Managing the IT resources in Managing the IT resources in different environmentsdifferent environments
• What skills have we got?
• What level of skill? Basic? Expert?
• How many?
• How can we evaluate?
• What do we need?
Defining the skills we needDefining the skills we need
Yesterday• Programming• Analysis/Design• Operations• Support• Management
Today
• Innovation• Transformation• Communication• Leadership….
Create a Skills Management Create a Skills Management StrategyStrategy
• Determine the business case for skills/resource management, professional development, and other strategic change
• Analyse professional development processes/strategy vs a Maturity Model of professional development
Create Skills DirectoryCreate Skills Directory
• Determine the key Skills
• Establish a measurement framework
• Create a skills matrix
• Re-invent the wheel?
Skills FrameworkSkills Framework
“SFIA describes what people do, not necessarily what their jobs are called”
introduction to SFIA
Skill CategoriesSkill Categories
• Strategy and planning
• Development
• Business change
• Service provision
• Procurement and management support
• “Ancillary”
LevelsLevels7 - set strategy, inspire, mobilise
6 - initiate, influence
5 - ensure, advise
4 - enable
3 - apply
2 - assist
1 - follow
Planning developmentPlanning development
Personal development Personal development Participant withskills portfolio
Ad-hocDevelopment
Participant withenhanced skills
portfolio
Planned Professional DevelopmentPlanned Professional DevelopmentParticipant withskills portfolio
DevelopmentCycle
Participant withenhanced skills
portfolio
CDP
DevelopmentPlanning
CompletedDevelopment
Cycledocumentation
The ProcessThe Process Assess Individual Skill NeedsAssess Individual Skill Needs
• Where am I now? – Skills Framework (SFIAplus)
• Where do I want/need to be? – Skills Matrix (organisation’s needs)
• How can I get there– Development process ->– Fill the gaps
The ProcessThe Process Development CycleDevelopment Cycle
Create Cycle
Record Progress
Pursue Actions
Development Objectives, based on Skill needs, and Actions to achieve them
ReviewProgress
Verify Record & Sign off Cycle
Practitioner & Manager
Practitioner & Manager
Practitioner
Practitioner
Manager
Create Journals, linked to planned Actions
Agree new Actions as appropriate
Add comments to close cycle
Integrate the Personal Development Integrate the Personal Development Process with Performance Process with Performance
Management Management
• Formalise the Development Process
• Agree parameters for measuring the effectiveness of the process– Eg time frames, quality criteria, filling skills
gaps
• Set performance targets, using these parameters
Corporate relationships with Corporate relationships with The BCSThe BCS
• Group membership
• Accredited professional development programmes– Individual development planned, monitored
and reviewed– Well tested Success Factors and
Performance Indicators– Annual audit by BCS
Corporate relationships with Corporate relationships with The BCSThe BCS
• “Trusted Source” arrangements
• Streamlined nomination process for BCS Membership grades
• “CITP Processing Agreements”
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