The Key Components Human Capital Management in IT Organisations [email_address] www.exceptional-performance.co.uk /

Implications for the Workforce People Capability Targets Business Drivers Driven by Business Imperatives Annual Business Operating Plans Strategic (2-3 yrs) Business Objectives Current Year: Workforce Needs Strategic Workforce Needs Current Year: People Capability Targets Strategic People Capability Targets Includes Capacity plans Numbers, skills, knowledge, behaviours, process abilities .. Measurement and Tracking

Capability Development Plan Recruitment Actions we can control: Re-skilling Talent Management Process Improvement Development Career Progression Succession Planning Sourcing Options Retention Strategies Actions controlled by others: Performance Management Attrition (voluntary leavers) ‏ Demographics 2009 2010 2011 Capability Devt Targets

Target Capabilities Strategic Workforce Needs “ ROLE PROFILES” Define: Knowledge Skills Behaviours Process abilities Skills Inventory (incl SFIA) ‏ Tracking & Planning Resource Deployment Processes e.g. CMMi, ITIL Prince2, Agile Devt Reliable, moderated, up to date.. Should be dynamic (not static), must reflect strategy & business imperatives What is expected of me? Resourcing Strategy 2009 2010 2011 Capability Devt Targets Org Design

“ ROLE PROFILES”

Define:

Knowledge

Skills

Behaviours

Process abilities

Learning & Development Business Operating Plans / Scorecard Business Critical Gaps Updated PDPs Individuals Receive Development Schedule Learning Solutions Identify Learning Solutions Budgets (cash and fte?) ‏ Deliver Learning Solutions Track & Evaluate Learning Solutions Full range: (Classroom, E-learning, Skills mentoring etc) ‏ Development as well Skills Inventory (incl SFIA) ‏

Career Development Strategic Workforce Needs “ GRADUATED CAREER PATHS” To take account of Grade Prof. accreditation Assignments “ CAREER PROGRESSION CRITERIA” Career Discussions Career Aspirations Where applicable Skills Inventory (incl SFIA) ‏ Org Dev Review Talent Review PDP and Assignments 2007 2008 2009 People Capability Devt Targets Org Design

“ GRADUATED CAREER PATHS”

To take account of

Grade

Prof. accreditation

Assignments

Workforce development “ ROLE PROFILES” Define: Knowledge Skills Behaviours Process abilities Learning Catalogue Knowledge Sharing Subject Matter Experts Professional Community PDP and Assignments Skills Inventory (incl SFIA) ‏ 2009 2010 2011 Capability Devt Targets

“ ROLE PROFILES”

Define:

Knowledge

Skills

Behaviours

Process abilities

Performance Management Expectations of my role My Development These identify what I need to develop to perform my role and / or achieve my objectives These identify what is my individual contribution to my organisation’s objectives Personal Objectives Professional Skill Behavioural Skill Knowledge Experience

Human Capital Management in IT Organisations Toolkit

Workforce Planning & Monitoring 2. Crunch the Numbers Recruitment Promotions Attrition Resource Mix etc 3. Monitor Progress against plan 1. Map the workforce flows

Skills Development 2. Org Dev Data 3. Learning & Devt Plan 1. Skills Analysis Solid performers Lower performers Potential 1 2 3 P1 P2 P3 4 P4 Role Specialists Pipeline Pipeline for promotion to next broad band Pipeline for new / broader roles within broad band Top performing & Top potential Performance 4. Monitoring Progress

Pipeline

Pipeline for promotion to next broad band

Pipeline for new / broader roles within broad band

Career Development 2. Org Dev Data 4. Promotions 3. PDP / Career Plan Assignments Exposure Development Mentoring etc 1. Graduated Career Paths Solid performers Lower performers Potential 1 2 3 P1 P2 P3 4 P4 Role Specialists Pipeline Pipeline for promotion to next broad band Pipeline for new / broader roles within broad band Top performing & Top potential Performance

Pipeline

Pipeline for promotion to next broad band

Pipeline for new / broader roles within broad band

[email_address] More free resources at www.exceptional-performance.co.uk/sfia www.exceptional-performance.co.uk/case-studies Peter Leather is an independent consultant specialising in developing the workforce capability of Business Change & IT organisations. He is a recognised expert in implementing skills frameworks such as SFIA and developing internal Business Change & IT communities of practice. He was invited to speak at the SFIA UK Capability Management conference in 2007 to share this experience.

[email_address]

More free resources at

www.exceptional-performance.co.uk/sfia

www.exceptional-performance.co.uk/case-studies

Peter Leather is an independent consultant specialising in developing the workforce capability of Business Change & IT organisations. He is a recognised expert in implementing skills frameworks such as SFIA and developing internal Business Change & IT communities of practice. He was invited to speak at the SFIA UK Capability Management conference in 2007 to share this experience.