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Competency framework for IT organization


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PeopleWiz partnered with Geometric Ltd, a fast growing Engineering IT company to build a Competency framework for their enabling functions

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Competency framework for IT organization

  1. 1. PeopleWiz partnered with Geometric Ltd, a fast growing Engineering IT company to build a Competency framework for their enabling functions Business Challenge PeopleWiz’s Involvement With clear role definitions, detailed descriptions of the competencies along with behavioral descriptions at every proficiency level, a useful framework has been created to aid informative discussions on employee development and career progression. Management now has an effective tool to get the employees prepared to support the delivery organization. Due to the participative approach adopted by PeopleWiz consultants in developing the framework, overall acceptance of the initiative been high. Business Benefits Client Overview Geometric Ltd is a specialist IT company in the domain of engineering solutions, services and technologies. Its portfolio of Global Engineering services, Product Lifecycle Management (PLM) solutions, Embedded System solutions, and Digital Technology solutions enables companies to formulate, implement, and execute global engineering and manufacturing strategies As the company expands and grows, the corporate functions consisting of Human resources, Legal, Finance, Administration, Procurement, Corporate Communication have a larger role to play as enablers to the business In line with new business strategy, the management had the task of transforming the enabling functions. A Competency Framework was required that would build the foundation of all training, development and career modeling efforts. PeopleWiz was tasked with developing the reference framework and competency maps for these roles. Role Definition & Competency Identification: •To identify business strategy aligned competencies, PeopleWiz consultants conducted an extensive data gathering exercise. Role holders and their managers were interviewed to gain understanding of the responsibilities, internal company documents were studied and external literature was referenced. •By analyzing the content of the interview transcripts, role definition for every role was created, competency themes were culled out and behavioral descriptions were identified. A reference competency framework with Competency clusters and component definitions with 5 levels of proficiency levels each was developed. Behavioral descriptions of each proficiency level were created. Simultaneously a tool for high impact scoring was developed and all the roles were evaluated against the same. Competency Mapping : Individual competency maps were developed for every role by carrying out Task Analysis. Multiple workshops were conducted for validating the role definitions and competency maps. To ensure that the Enabling Function competencies conform to internal ERP, Job Families were identified for every functional Area and ICF (Integrated Competency Framework) sheets were developed