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CGI Tracking The Human Assets and Developing Them SFIA
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CGI Tracking The Human Assets and Developing Them SFIA



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  • 1. November 2007 Tracking the human assets - and developing them Presented by Tony Freer © CGI GROUP INC. All rights reserved _experience the commitment TM
  • 2. Agenda g • “Here’s the CGI story with SFIA” y • The plan • Implementation issues p • Benefits now • The future 2 Confidential
  • 3. The Plan • Where did we want to get to? g • Handle on skills and behaviours = ensure that people a e the g t are in t e right job, a d have a p a to de e op and a e plan develop themselves within that role and beyond. • Here are the steps we undertook: • Decide on an approach (i.e use technology) • Implement • Get Line managers involved • Get employees involved • Analyse 3 Confidential
  • 4. Implementation p • Why y use a technological solution? g • Flexibility to respond and adapt skills in the future • Need to analyse data in many different ways y y y • Gives you a view of what you’ve got, and enables you to be cleverer with it • Chose InfoBasis platform: • flexibility o more than o e framework e b y of o e a one a e o • Could go day 1 with SFIA, and add others later • Link in learning solutions – Skillsoft e-learning e learning Confidential
  • 5. Implementation Issues p • Success comes through line management engagement – g g g g it can’t just be an HR initiative (and seen as that) • Success through the people - IP = skills t oug t e peop e s s • Skill levelling – self assessment = • Over assessments • Under assessments Confidential
  • 6. Benefits • More accurate and up-to-date job descriptions • Makes clearer what people in jobs should be doing • Job role comparisons • Promotions, Promotions create effective development plans • Not a matter of individual guessing – clearer focus on getting people to where they need to be • More effective development activities = better targeted spend on training budget • Can now do overall helicopter view of the skills • More d fi iti i recruitment M definitive in it t 6 Confidential
  • 7. Career prospecting p p g 7 Confidential
  • 8. Skills Summary y 8 Confidential
  • 9. Next Steps p • Resourcing g – deploying the right p p in the right p y g g people g engagements • Global de e y c uc a – being a a e o capab ty G oba delivery crucial be g aware of capability globally increasingly important 9 Confidential
  • 10. Lessons Learned • Do not under-estimate the change management that g g may be required • Need a state e t o intent – clarity o d ect o for a eed statement of te t c a ty of direction o all • Need top-level sponsor • Difficult to show early ROI 10 Confidential