The document discusses an approach to skills development that focuses on identifying the discrete skills underlying competencies. It involves decomposing competencies into their component skills, mapping skills to appropriate learning options, and measuring the effectiveness of learning. Key steps include developing skills profiles for roles, recognizing skills elements within competencies, aligning skills with learning solutions, and using assessments and surveys to gauge performance improvement. The overall approach provides a framework for skills development that transforms capabilities into learnable skills through identification, learning, and measurement.
APMP Foundation: Requirements and Compliance Check-list DevelopmentBid to Win Ltd
Covers the requirements Identification and Compliance Checlist Development KCAs of the APMP Accreditation Syllabus
First session in the Planning the Proposal Phase Module of Bid to Win's APMP Foundation Preparation programme
As a software product engineering specialist, Droisys understands the significance of hiring people with the right talent and passion for technology. Our hiring methods have been designed keeping this in mind.
As a software product engineering specialist, Droisys understands the significance of hiring people with the right talent and passion for technology. Our hiring methods have been designed keeping this in mind.
For Software Engineers/ Technical Positions
APMP Foundation: Requirements and Compliance Check-list DevelopmentBid to Win Ltd
Covers the requirements Identification and Compliance Checlist Development KCAs of the APMP Accreditation Syllabus
First session in the Planning the Proposal Phase Module of Bid to Win's APMP Foundation Preparation programme
As a software product engineering specialist, Droisys understands the significance of hiring people with the right talent and passion for technology. Our hiring methods have been designed keeping this in mind.
As a software product engineering specialist, Droisys understands the significance of hiring people with the right talent and passion for technology. Our hiring methods have been designed keeping this in mind.
For Software Engineers/ Technical Positions
The Software developer occupational brief shows the level of detail that is required to demonstrate competency across the apprenticeship standard. This shows what apprentices should do for the what, how and with whom in order to achieve pass, merit and distinction grades.
What HR Can Learn From American Idol to Improve Individual, Team, and Organi...rcsatterwhite
The popularity of American Idol rests on its ability to integrate and simplify six basic elements of a successful performance appraisal process: standards, auditions, critiques, developmental suggestions, advisors, and advertisements – which, in HR terms, are criteria, performance, ratings, feedback, mentors, and communication (respectively). This virtual session will focus on how to leverage the performance appraisal elements embodied by this smash hit to drive performance at individual, team, and organizational levels, including: 1) various criteria used to evaluate performance; 2) the importance of opportunities to display and observe performance; 3) how ratings can be used to propel performance; 4) linking evaluations to feedback and action planning; 5) the relationship between mentoring and performance; and 6) the significance of communication to program success.
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
The Software developer occupational brief shows the level of detail that is required to demonstrate competency across the apprenticeship standard. This shows what apprentices should do for the what, how and with whom in order to achieve pass, merit and distinction grades.
What HR Can Learn From American Idol to Improve Individual, Team, and Organi...rcsatterwhite
The popularity of American Idol rests on its ability to integrate and simplify six basic elements of a successful performance appraisal process: standards, auditions, critiques, developmental suggestions, advisors, and advertisements – which, in HR terms, are criteria, performance, ratings, feedback, mentors, and communication (respectively). This virtual session will focus on how to leverage the performance appraisal elements embodied by this smash hit to drive performance at individual, team, and organizational levels, including: 1) various criteria used to evaluate performance; 2) the importance of opportunities to display and observe performance; 3) how ratings can be used to propel performance; 4) linking evaluations to feedback and action planning; 5) the relationship between mentoring and performance; and 6) the significance of communication to program success.
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
Using SFIA’s levels of responsibility and NICE to support cybersecurity role and job levelling. Support for 53 NICE cybersecurity roles iwth the SFIA framework of levels and professional skills.
We held a webinar in December to provide updates on SFIA and the SFIA 8 project in particular.
The webinar is available on the SFIA Foundation Youtube channel - we plan to grow the channel so please subscribe.
Different approaches for describing the concept of t shapedSFIA User Forum
For SFIA 8 consultation a working group has been looking at T shaped roles. There’s lots of different shapes and letters used to describe the concept.
I’ve captured a few here.
3. Focus on skills
• Performance?
• Delivering the required capability
• Meeting/exceeding expected levels of service
• Business-driven capabilities
• Functional Managers, Teams / Job Families, Roles
• F
From rounded competencies to discrete skills
d d t i t di t kill
• Professional, personal, tech/meth, domain
3
4. Focus on skills
• Role purpose expressed as competencies (Skills Profile)
•B i
Business A l t
Analyst
• Business analysis
• R
Requirements d fi iti and management
i t definition d t
• Stakeholder relationship management
• To apply competencies requires discrete skills
• Methods / tools / languages / products
• Personal skills, domain exp. , core skills
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5. Recognising component skills
• Profile identifies competencies (SFIA descriptions)
p ( p )
• Break down compound competencies skills elements
Business Analysis SFIA Level 4 Information gathering
Investigates operational requirements, Requirements engineering
problems,
problems and opportunities seeking
opportunities,
effective business solutions through Process Modelling & Improvement
improvements to automated and non-
in … components of new
or changed processes.
automated components of new or
Acceptance testing
g
changed processes. Assists in the
processes
Assists in the analysis of stakeholder
analysis of stakeholder objectives, and
objectives and the underlying issues …
the underlying issues arising from
Interviewing skills
and identifies options for consideration.
investigations into business
Identifies potentialproblems and
requirements and problems,and
benefits,
benefits Facilitation skills
identifies options for consideration.
available
Identifies potential benefits, and Report writing & Presenting
Works with clients/users in defining
available options for consideration.
acceptance tests. Cost Benefit Analysis
Works with clients/users in defining
acceptance tests.
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6. Recognising component skills
• Bus An. requires mainly p
q y professional / personal skills
p
• Technical competency requires mainly technical skills
Programming/software development Language skills (e.g., Java, C#, VB)
SFIA Level 4 Object oriented modelling/design
Designs, codes, tests, corrects and
documents large and/or complex Product/platform skills (e.g., NetBeans, VS 2010)
programs and program modifications:
•from supplied specifications
Quality assurance & software testing
y g
•using agreed standards and tools Facilitation skills
•to achieve a well engineered result.
Takes part in reviews of own work and
leads reviews of colleagues' work.
6
7. Recognising component skills
• Higher technical skill-level sees emphasis shift from
g p
technical to interpersonal & management skills
Programming/software development Product/platform plans (e.g., upgrade, switch)
SFIA Level 5 Software Architectures (e.g., Cloud / SOA / MVC)
Sets standards for programming tools
and techniques, advises on their Development approaches (e.g., Agile),
application and ensures compliance.
Takes technical responsibility for all
Resource management
g
stages in the software development
process. Time & priority management
Prepares project and quality plans and Mentoring & Coaching
g g
advises systems development teams.
Assigns work to programming staff and Report writing & Presenting
monitors performance, providing
advice,
advice guidance and assistance to less Project planning & control
experienced colleagues as required.
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8. SFIA alignment of learning options
• Component skills map to learning solutions
p p g
• Informal, internal, self-paced, instructor-led
• E.g., Service level management (SLMO)
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9. Learning measurement
• "If it isn't measured, it can't be improved"
• Self-Assessment, Questionnaires, Testing
• Pre-learning guide to suitability
Pre learning
• Test of readiness (pre-requisites)
• S
Survey of needs,
f d
attitudes
• Information
capture for tutor
• Learning evaluation
• Test knowledge gained
• Assess learning effectiveness
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10. Summary of skills development 'journey'
Capability De-compose competencies to
requirement Role-skills profiles learnable skills
Job-Role level 5
Skills Profile
BUAN 5
REQM 4
RLMT 5
...
Learning options Take Learning Measure effectiveness
/ targets
Performance Measurement
andy.thomson@qa.com
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