This document provides an overview of IT competency and its importance. It discusses key topics such as what competence means, the concept of IT competency, categories of IT jobs requiring different competencies, and examples of internet services that are valuable. The conclusion emphasizes that IT competency connects people and helps work more efficiently by providing access to timely information. Competence emerges from consistently meeting standards over time in real workplace settings. An understanding of IT competency is important for individuals and society to effectively use and expand information technology.
This document provides an overview of IT competency and key concepts. It discusses what competence means and signs of competence. There are different categories of IT jobs that require various IT competencies. The document also discusses how IT competency affects personal and business life through education and communication. Finally, it identifies 4 important internet services: connecting with others, accessing news, education resources, and supporting business/advertising.
“Understanding & Analyzing The Need Of CRM For Retailers In Rajkot City” FOR...Pritesh Radadiya
Information technology has been around for a long, long time. Basically as long as people have been around, information technology has been around because there were always ways of communicating through technology available at that point in time. There are 4 main ages that divide up the history of information technology. Only the latest age (electronic) and some of the electromechanical age really affects us today, but it is important to learn about how we got to the point we are at with technology today.
The document provides an overview of expectations of the education sector from the IT industry, specifically regarding education sector software for schools. It discusses how IT can help create an effective education system by helping teachers, improving classroom instruction, and measuring progress. It then discusses Expedite Solutions, an IT company that provides education software called the School Unified Resource Enabler (SURE). SURE aims to digitize school processes like admissions, student data, attendance, exams, and communications to increase efficiency and accuracy. The document examines literature on paperless schools, school notification systems, reasons for introducing technology in schools, and available IT software in India. It outlines the research methodology used to understand school expectations of IT.
IRJET- To Study Impact of Artificial Intelligence on Human Resource Manag...IRJET Journal
1) The document discusses how artificial intelligence is impacting and transforming human resource management. AI is automating tasks like recruitment and selection and helping reduce the workload of HR managers.
2) It provides examples of how AI is used in companies for tasks like screening resumes, conducting interviews, and evaluating employee performance. AI tools allow these processes to be completed more efficiently and quickly.
3) While AI is replacing some HR functions, the real challenge for HR departments is how to train and help the workforce understand and collaborate with AI/robots. Effective adoption of AI can improve organizational performance but failure to do so could hamper growth.
This chapter provides an introduction to basic computer concepts. It defines what a computer is and describes the five main components: input devices, output devices, the system unit, storage devices, and communication devices. It discusses advantages and disadvantages of computer use, networks and the Internet, different types of computer software, various categories of computers and computer users, and applications of computers in many areas of society including education, finance, government, and healthcare.
Presentation of possible technology cooperation with Indian companies. Also a short history of the technological development in India the last 30 years.
This document provides an overview of Owen Muzi's undergraduate final year project to develop an occupation and college guidance system for TEVETA using a model-view-controller framework. The project aims to create a dynamic website that will showcase all training institutions registered with TEVETA, including information on the courses and programs offered at each institution and their locations. The proposal includes chapters on literature review of relevant technologies, TEVETA's mandate, guidelines for user interface design, and the methodology to be used. Front-end and back-end technologies proposed include HTML, CSS, XHTML, and databases.
This document provides an overview of IT competency and key concepts. It discusses what competence means and signs of competence. There are different categories of IT jobs that require various IT competencies. The document also discusses how IT competency affects personal and business life through education and communication. Finally, it identifies 4 important internet services: connecting with others, accessing news, education resources, and supporting business/advertising.
“Understanding & Analyzing The Need Of CRM For Retailers In Rajkot City” FOR...Pritesh Radadiya
Information technology has been around for a long, long time. Basically as long as people have been around, information technology has been around because there were always ways of communicating through technology available at that point in time. There are 4 main ages that divide up the history of information technology. Only the latest age (electronic) and some of the electromechanical age really affects us today, but it is important to learn about how we got to the point we are at with technology today.
The document provides an overview of expectations of the education sector from the IT industry, specifically regarding education sector software for schools. It discusses how IT can help create an effective education system by helping teachers, improving classroom instruction, and measuring progress. It then discusses Expedite Solutions, an IT company that provides education software called the School Unified Resource Enabler (SURE). SURE aims to digitize school processes like admissions, student data, attendance, exams, and communications to increase efficiency and accuracy. The document examines literature on paperless schools, school notification systems, reasons for introducing technology in schools, and available IT software in India. It outlines the research methodology used to understand school expectations of IT.
IRJET- To Study Impact of Artificial Intelligence on Human Resource Manag...IRJET Journal
1) The document discusses how artificial intelligence is impacting and transforming human resource management. AI is automating tasks like recruitment and selection and helping reduce the workload of HR managers.
2) It provides examples of how AI is used in companies for tasks like screening resumes, conducting interviews, and evaluating employee performance. AI tools allow these processes to be completed more efficiently and quickly.
3) While AI is replacing some HR functions, the real challenge for HR departments is how to train and help the workforce understand and collaborate with AI/robots. Effective adoption of AI can improve organizational performance but failure to do so could hamper growth.
This chapter provides an introduction to basic computer concepts. It defines what a computer is and describes the five main components: input devices, output devices, the system unit, storage devices, and communication devices. It discusses advantages and disadvantages of computer use, networks and the Internet, different types of computer software, various categories of computers and computer users, and applications of computers in many areas of society including education, finance, government, and healthcare.
Presentation of possible technology cooperation with Indian companies. Also a short history of the technological development in India the last 30 years.
This document provides an overview of Owen Muzi's undergraduate final year project to develop an occupation and college guidance system for TEVETA using a model-view-controller framework. The project aims to create a dynamic website that will showcase all training institutions registered with TEVETA, including information on the courses and programs offered at each institution and their locations. The proposal includes chapters on literature review of relevant technologies, TEVETA's mandate, guidelines for user interface design, and the methodology to be used. Front-end and back-end technologies proposed include HTML, CSS, XHTML, and databases.
This document discusses competency models and how to create them. It explains that competency models define the key knowledge, skills, and attributes needed for roles at the core, job, and company level. It recommends using a research-based competency library as a foundation and provides examples of competency types. The document stresses that competency models help organizations develop learning plans by identifying skill gaps, aligning learning with business needs, and assessing performance. It concludes by connecting competency models to a learning organization's overall learning and development services.
The document provides details on competency models, career development paths, and training needs analysis for different levels within an organization's human resource development department, with the goal of assessing and improving individual, department, and divisional competencies over time. Competency assessments and analyses are conducted at the individual, department, and divisional levels to identify strengths, areas for development, and resources needed to improve competencies.
The document outlines an upcoming competency management system course taking place from September 7-11, 2014 in Jeddah, Saudi Arabia. The course will be led by Sherif Salah and cover various topics related to competency management including identifying competencies, competency-based recruitment and selection, training and development, and performance management. The schedule includes registration, two morning sessions separated by a coffee break, lunch, and potentially additional afternoon sessions.
The workplace equivalent of “teaching to the test” might be “we need training”. Why do individuals or organizations require training? Ideally, training is not applied as a one-size-fits-all answer to development, nor is it a knee-jerk reaction to a bad situation. Rather, effective training should be a planned and tailored implementation to elevate an employee’s skills required for efficacy in a current role, advancement to a future role or advancement of an enterprise-wide competency. Life Cycle Institute discusses actionable steps for assessing the current state of an employee or organization and developing a plan to advance towards competency through thoughtful and targeted training techniques
The document discusses competency models and frameworks for human resources (HR). It defines competencies as underlying characteristics like skills, knowledge, and attitudes that result in effective job performance. An HR competency model consists of competencies, proficiency levels, and behavioral indicators to describe successful performance. The document provides examples of HR competency models and frameworks, including core HR competencies and roles like strategic partner, employee advocate, and functional expert. It also discusses how competency models can be developed and linked to HR systems.
The document discusses competencies, including understanding competencies, why competencies are important, and developing a competency model. It defines competencies as underlying characteristics that are causally related to superior job performance. Developing a competency model involves identifying the competencies required for effective performance, defining behaviors associated with each competency, and applying the model to human resource systems like staffing, learning, performance management and rewarding. Linking competencies to these systems can help align them with business strategy and goals.
The document discusses competency models, which are clusters of knowledge, skills, abilities, behaviors, and attitudes related to job success. It outlines different approaches for developing competency models, including universal, functional, job-specific, and multiple job models. The document also discusses how competency models can be used for human resource processes like recruitment, selection, performance management, and career development.
The document provides an overview of competency modeling, including:
1. A brief history of competency modeling from its origins in the 1950s to its maturation and widespread adoption by Fortune 500 companies today.
2. Definitions of key terms like competency, competence, and components of competency.
3. Examples of competency models and frameworks, and how they are used for various human resource functions.
4. The benefits of implementing competency-based approaches for individuals, companies, and managers.
3. How competency modeling is linked to focused training and development by identifying competency gaps to address.
This document provides information on competency-based human resource management and competency-based interviews for selection. It discusses developing a competency model that forms the basis for HR functions like recruitment, training, performance management, and career development. Competency is defined as a combination of skills, knowledge, and behaviors that lead to successful job performance. The document outlines the process for identifying competencies and provides examples of competency definitions. It then discusses the benefits of using a competency model for both managers and employees. Finally, it contrasts conventional interviews with competency-based interviews, outlining the structured STAR approach used in competency-based interviews.
The document provides an overview of competency-based human resource (HR) management. It discusses developing a competency model and framework, competency-based interviewing, career planning, training and development, and performance management. The benefits of using competency models for both managers and employees are highlighted. Assessment centers and various assessment exercises are also described as ways to assess competencies.
What skills are essential for a successful career in information technology.docxSurendra Gusain
If you want to have a successful career in the information technology sector, you must have some essential skills to have a successful career in the information technological field. The information technology industry is a good career choice for those individuals who are looking for a long-term career and dynamic growth. To get succeeded in the IT industry, you need to have a perfect combination of hard and soft skills. If you have a good grip on important IT skills, you can easily stand over the other candidates. In today’s blog, we will be discussing ‘What skills are essential for a successful career in information technology?’ So, without wasting any time let’s get started!!!
The document discusses women in information technology and the challenges they face in what has traditionally been a male-dominated industry. It notes that while women have made progress in gaining leadership roles, each woman who reaches the top of her field is usually alone once she gets there. The essay examines issues such as male domination, discrimination, and pay inequalities that many women in IT fields still face today.
This document defines key information technology concepts like IT, ICTs, and NTICs. It describes advantages like empowering people and supporting local business, as well as disadvantages like lack of privacy and isolation. Examples of ICT tools are provided, like the internet, email, forums, and digital photography. The document emphasizes the responsible use of these tools, respecting intellectual property rights and avoiding cyberbullying. ICTs are presented as a way to generate and share knowledge through improved communication.
Computer Application in Business Group Presentation2023210000518
The document provides an overview of a group presentation on computer applications in business. It discusses how information systems have rapidly evolved since the 1950s and how current technologies are more powerful than those used to land on the moon. The document also includes case study questions and answers about challenges of transforming IT from a support role to strategic partner, implications for IT workers and education, and examples of how technology is embedded in companies.
This document provides information about ThinkNEXT Technologies Pvt. Ltd., an ISO certified software development company. It details the company's profile, services offered, management team, clients, industrial training programs, and placements assistance. ThinkNEXT provides solutions using technologies like smart cards, NFC, biometrics, SMS, Android and offers services including ERP software, web development, database solutions and training. The company aims to provide industry-ready training and 100% placement assistance to students through its Cloud Campus programs.
This document provides an overview of the IT industry in India and the company Ynot Software Solutions. It discusses the growth of the IT industry in India since the 1990s, with the industry now accounting for 7.5% of India's GDP and $99 billion in export revenue in 2015. It also profiles popular IT jobs and the advantages of working in the IT sector. The document then provides details about Ynot Software Solutions, including its objectives to understand the company's structure, departments, and gain practical work experience in an IT organization.
How Business Alignment Is The Relationship Between It...Robin Anderson
The document discusses IT-business alignment, which refers to the relationship between IT professionals and business professionals within an organization. Good IT-business alignment involves effective communication and the ability of both groups to work together to achieve company objectives. It is most successful when the postures of IT and the rest of the business are aligned. The development of Boston Scientific's datacenter was a result of good alignment, with IT professionals collaborating directly with facility heads. Poor alignment wastes money and hurts employee morale.
This document discusses issues related to implementing information technology systems. It begins with an abstract that outlines the context of examining information technology development and deployment issues. The document is then divided into two main sections - a general background literature review on management information systems, information technology, and local government; and a section on planning and information technology implementation issues. Research was conducted to analyze factors affecting successful information technology projects. The document appears to be a dissertation that analyzes and addresses challenges with developing and rolling out new information systems based on a review of relevant literature.
This document provides an overview and table of contents for a hospital management system project. The project aims to develop a computerized system for patient registration, storing patient details, computerized billing in the pharmacy and labs, and providing search capabilities. The system will assign a unique ID to each patient and store staff details. Users can search for patient and doctor availability and view patient details by ID. The system requires username and password login and can only be accessed and edited by administrators and receptionists.
This document discusses key factors for organizations to improve their digital maturity: digital leadership, organizational structure, and digital talent management. It features case studies of digital leaders who have adopted flat hierarchies, focused on outcomes over processes, and recognized the need to acquire new digital skills through talent acquisition. Organizations are struggling to develop digital capabilities organically and must consider restructuring to four types: centralized digital teams, business-led digital functions, digital business units, and fully digital enterprises. Mobility and flexibility of the workforce is also crucial to remain relevant as technology automates more jobs.
This document discusses competency models and how to create them. It explains that competency models define the key knowledge, skills, and attributes needed for roles at the core, job, and company level. It recommends using a research-based competency library as a foundation and provides examples of competency types. The document stresses that competency models help organizations develop learning plans by identifying skill gaps, aligning learning with business needs, and assessing performance. It concludes by connecting competency models to a learning organization's overall learning and development services.
The document provides details on competency models, career development paths, and training needs analysis for different levels within an organization's human resource development department, with the goal of assessing and improving individual, department, and divisional competencies over time. Competency assessments and analyses are conducted at the individual, department, and divisional levels to identify strengths, areas for development, and resources needed to improve competencies.
The document outlines an upcoming competency management system course taking place from September 7-11, 2014 in Jeddah, Saudi Arabia. The course will be led by Sherif Salah and cover various topics related to competency management including identifying competencies, competency-based recruitment and selection, training and development, and performance management. The schedule includes registration, two morning sessions separated by a coffee break, lunch, and potentially additional afternoon sessions.
The workplace equivalent of “teaching to the test” might be “we need training”. Why do individuals or organizations require training? Ideally, training is not applied as a one-size-fits-all answer to development, nor is it a knee-jerk reaction to a bad situation. Rather, effective training should be a planned and tailored implementation to elevate an employee’s skills required for efficacy in a current role, advancement to a future role or advancement of an enterprise-wide competency. Life Cycle Institute discusses actionable steps for assessing the current state of an employee or organization and developing a plan to advance towards competency through thoughtful and targeted training techniques
The document discusses competency models and frameworks for human resources (HR). It defines competencies as underlying characteristics like skills, knowledge, and attitudes that result in effective job performance. An HR competency model consists of competencies, proficiency levels, and behavioral indicators to describe successful performance. The document provides examples of HR competency models and frameworks, including core HR competencies and roles like strategic partner, employee advocate, and functional expert. It also discusses how competency models can be developed and linked to HR systems.
The document discusses competencies, including understanding competencies, why competencies are important, and developing a competency model. It defines competencies as underlying characteristics that are causally related to superior job performance. Developing a competency model involves identifying the competencies required for effective performance, defining behaviors associated with each competency, and applying the model to human resource systems like staffing, learning, performance management and rewarding. Linking competencies to these systems can help align them with business strategy and goals.
The document discusses competency models, which are clusters of knowledge, skills, abilities, behaviors, and attitudes related to job success. It outlines different approaches for developing competency models, including universal, functional, job-specific, and multiple job models. The document also discusses how competency models can be used for human resource processes like recruitment, selection, performance management, and career development.
The document provides an overview of competency modeling, including:
1. A brief history of competency modeling from its origins in the 1950s to its maturation and widespread adoption by Fortune 500 companies today.
2. Definitions of key terms like competency, competence, and components of competency.
3. Examples of competency models and frameworks, and how they are used for various human resource functions.
4. The benefits of implementing competency-based approaches for individuals, companies, and managers.
3. How competency modeling is linked to focused training and development by identifying competency gaps to address.
This document provides information on competency-based human resource management and competency-based interviews for selection. It discusses developing a competency model that forms the basis for HR functions like recruitment, training, performance management, and career development. Competency is defined as a combination of skills, knowledge, and behaviors that lead to successful job performance. The document outlines the process for identifying competencies and provides examples of competency definitions. It then discusses the benefits of using a competency model for both managers and employees. Finally, it contrasts conventional interviews with competency-based interviews, outlining the structured STAR approach used in competency-based interviews.
The document provides an overview of competency-based human resource (HR) management. It discusses developing a competency model and framework, competency-based interviewing, career planning, training and development, and performance management. The benefits of using competency models for both managers and employees are highlighted. Assessment centers and various assessment exercises are also described as ways to assess competencies.
What skills are essential for a successful career in information technology.docxSurendra Gusain
If you want to have a successful career in the information technology sector, you must have some essential skills to have a successful career in the information technological field. The information technology industry is a good career choice for those individuals who are looking for a long-term career and dynamic growth. To get succeeded in the IT industry, you need to have a perfect combination of hard and soft skills. If you have a good grip on important IT skills, you can easily stand over the other candidates. In today’s blog, we will be discussing ‘What skills are essential for a successful career in information technology?’ So, without wasting any time let’s get started!!!
The document discusses women in information technology and the challenges they face in what has traditionally been a male-dominated industry. It notes that while women have made progress in gaining leadership roles, each woman who reaches the top of her field is usually alone once she gets there. The essay examines issues such as male domination, discrimination, and pay inequalities that many women in IT fields still face today.
This document defines key information technology concepts like IT, ICTs, and NTICs. It describes advantages like empowering people and supporting local business, as well as disadvantages like lack of privacy and isolation. Examples of ICT tools are provided, like the internet, email, forums, and digital photography. The document emphasizes the responsible use of these tools, respecting intellectual property rights and avoiding cyberbullying. ICTs are presented as a way to generate and share knowledge through improved communication.
Computer Application in Business Group Presentation2023210000518
The document provides an overview of a group presentation on computer applications in business. It discusses how information systems have rapidly evolved since the 1950s and how current technologies are more powerful than those used to land on the moon. The document also includes case study questions and answers about challenges of transforming IT from a support role to strategic partner, implications for IT workers and education, and examples of how technology is embedded in companies.
This document provides information about ThinkNEXT Technologies Pvt. Ltd., an ISO certified software development company. It details the company's profile, services offered, management team, clients, industrial training programs, and placements assistance. ThinkNEXT provides solutions using technologies like smart cards, NFC, biometrics, SMS, Android and offers services including ERP software, web development, database solutions and training. The company aims to provide industry-ready training and 100% placement assistance to students through its Cloud Campus programs.
This document provides an overview of the IT industry in India and the company Ynot Software Solutions. It discusses the growth of the IT industry in India since the 1990s, with the industry now accounting for 7.5% of India's GDP and $99 billion in export revenue in 2015. It also profiles popular IT jobs and the advantages of working in the IT sector. The document then provides details about Ynot Software Solutions, including its objectives to understand the company's structure, departments, and gain practical work experience in an IT organization.
How Business Alignment Is The Relationship Between It...Robin Anderson
The document discusses IT-business alignment, which refers to the relationship between IT professionals and business professionals within an organization. Good IT-business alignment involves effective communication and the ability of both groups to work together to achieve company objectives. It is most successful when the postures of IT and the rest of the business are aligned. The development of Boston Scientific's datacenter was a result of good alignment, with IT professionals collaborating directly with facility heads. Poor alignment wastes money and hurts employee morale.
This document discusses issues related to implementing information technology systems. It begins with an abstract that outlines the context of examining information technology development and deployment issues. The document is then divided into two main sections - a general background literature review on management information systems, information technology, and local government; and a section on planning and information technology implementation issues. Research was conducted to analyze factors affecting successful information technology projects. The document appears to be a dissertation that analyzes and addresses challenges with developing and rolling out new information systems based on a review of relevant literature.
This document provides an overview and table of contents for a hospital management system project. The project aims to develop a computerized system for patient registration, storing patient details, computerized billing in the pharmacy and labs, and providing search capabilities. The system will assign a unique ID to each patient and store staff details. Users can search for patient and doctor availability and view patient details by ID. The system requires username and password login and can only be accessed and edited by administrators and receptionists.
This document discusses key factors for organizations to improve their digital maturity: digital leadership, organizational structure, and digital talent management. It features case studies of digital leaders who have adopted flat hierarchies, focused on outcomes over processes, and recognized the need to acquire new digital skills through talent acquisition. Organizations are struggling to develop digital capabilities organically and must consider restructuring to four types: centralized digital teams, business-led digital functions, digital business units, and fully digital enterprises. Mobility and flexibility of the workforce is also crucial to remain relevant as technology automates more jobs.
1. The document summarizes an information session about the iTANGO project which aims to empower community service organizations to effectively use new technologies.
2. The session covered an overview of iTANGO supports including a knowledge base, workshops, and communities of practice to help organizations at different stages of their digital journey.
3. Attendees learned about assessing their organization's current digital proficiency and the benefits of the iTANGO project such as easy to access resources and opportunities for ongoing learning.
Athens International Airport is developing a digital strategy to transform its business. The presentation discusses compiling the digital strategy in several steps: defining business objectives; creating a customer experience map and identifying pain points; listing external drivers and their effects; listing opportunities to innovate; establishing the current state of digital maturity; and defining the target state. The presentation also covers establishing a target customer experience map, target digital maturity model, and roadmap to guide the transformation with stakeholder agreement and executive sponsorship. The overall aim is to utilize digital technologies to continuously transform the business and gain competitive advantage.
Paolo Tortora is an Italian software engineer and architect from Milan. He has over 15 years of experience working in industries like telecommunications, retail, banking, energy, and IT consulting. Throughout his career, he has gained skills in areas such as software development, architecture, processes, enterprise architecture, and service management. He believes in continuous learning, embracing change, and helping colleagues.
Digital twin enabled services – digital twins and future trendsShaun West
We need to understand digital twins and how they can help us before we can consider future trends and applications.
- Digital twins and complex systems
- Digital twins help us to make decisions and act
- Digital twins must support different outlooks
- Digital twin design
The Last Word: Enabling the Digitally Enhanced BusinessCognizant
For established companies, digital transformation isn't straightforward and simple. But by applying the following lessons, they can quickly embrace new thinking, strategies and skills that yield short-and long-term business results.
Petos Scitech Int'l is an IT services firm based in Lagos, Nigeria that provides services such as website design, networking, technical support, training, and more. It aims to bring relevance of IT to all areas through its team of trained engineers and affordable training programs. The company works with clients across various industries and has a team of experts leading departments like administration, marketing, accounting, and engineering.
The document provides advice on upskilling in IT careers. It discusses how the IT field has become more varied and how technical skills can become outdated quickly, making constant learning necessary. It recommends developing both technical expertise and business knowledge over the course of one's career. Specific hot skills mentioned include big data, security, mobile, and programming languages like Java and .NET. The document also provides tips on networking, following influencers, and learning new skills through online tutorials and groups to stay updated on trends.
This presentation was provided by Johnny Boursiquot of Skilltype, during the NISO event "Transforming Search: What the Information Community Can and Should Build." The virtual conference was held on August 26, 2020.
Boursiquot "Privacy and The Effective Search Experience"
Assingment 1 fundementals of it 1
1. 1 | P a g e
Table of content
Table of content…………………………………………………………………… page 1
Introduction………………………………………………………………………... page 2
What is competence……………………………………………………………… page 3
Concept of IT competency……………………………………………………….. page 4
Categories of IT……………………………………………………………………. page 5
4 internet services…………………………………………………………………. Page 7
Conclusion…………………………………………………………………………. Page 9
2. 2 | P a g e
Introduction
IT is permitting us to reshape our lives, jobs, businesses and entire societies.
IT is the branch of engineering that deals with the use of computers and
telecommunications to retrieve and store and transmit information. IT is very
important to mankind, it helps mankind to do knowledge research, and develop a
society. Base to the period of time, IT has grown to all human aspects and
developing itself. By the time IT is growing, human needs to create a group,
organization or a basic for human to able control the IT. IT has many functions to
human needs, and IT became multifunction. Create a group, organization and basic
for human about IT is not easy as we thought, we have to spread the group,
organization and human with IT basic to different type of their skills related to IT
Then we can continue to next step. To infuse the human about IT, we should have a
competence among the society. The competence in IT and among the people that
live with IT environment is IT competency as we called. This IT competency must be
appearing in a society especially in a society who lives with IT environment, and
must be a basic for individuals to be more and more in IT. IT competency is
important to be a basic in each individual, it helps them to learn easier, fast, and
ability to work. Without IT competency we can’t expand IT depends on it needs, IT
competency is one of a way for human to be more develop and advanced. Step by
step we explore IT competency in society and each individual according to the IT
needs and improve the people about IT. As we know People or individuals with IT
basic and IT skills is IT professional. What we need to be an IT professional is we
have IT competency and capability in IT. IT competency is appeared cause of
problems among the people about information technology, and there are types or
categories of IT based on the function of IT itself.
3. 3 | P a g e
What is competence?
Competence is the quality of being competent. We can say a person is
competent when we have proof of them working over a period of time to a required
standard. The proof, or evidence, must show that they can bring the many parts of a
job together. When the parts merge they take on a new form. Thus, competence is
an abstract thing it’s more than a set of 'competencies' stacked on top of one
another.
Signs of competence
Competence only has meaning in the context of the workplace. A person is
competent not just because of what they can do but because of how they apply that
ability in the workplace. Competence emerges when a person exhibits a blend of
technical skills and other less easily defined traits. We can think of the technical
components as being 'hard' (because they can be defined clearly) and the other
components as being 'soft' (because they are more fuzzy to define). In spite of the
difficulty in defining the soft components, they are still essential. They are typically
the qualities that can be observed only in the real world conditions of the workplace.
When competent behavior occurs we can generally observe several typical
indicators. These are listed below. See how the list begins with the 'hard'
components but the remaining indicators are all 'soft'.
The driver is skilful: he or she can perform the physical and mental skills
consistently to the standard, with little conscious effort.
The driver can transfer learning: he or she can adapt quickly to new
vehicles, driving conditions and work environments.
The driver can deal with problems: he or she solves common problems,
relying on a 'storehouse' of solutions. He or she has the resourcefulness to
4. 4 | P a g e
work out answers to more complex problems. Competent drivers are not
perfect drivers: they recognise when they make mistakes and do things to
improve.
The driver does it in the 'real world': he or she can deal with the pressures
and challenges of the work environment while maintaining performance
consistent with the standard. Competent drivers have the 'people skills' to
work effectively with peers and the public, conveying a professional image for
the service; and they do this without supervision.
The indicators in the list above could not be observed while a person is still
undergoing training. Even assessment in 'simulated conditions' cannot be relied
upon as valid indications of competence. The whole point of making a judgement
about competence is that it must refer to the real world of the workplace.
Concept of IT competency
Refer to IT competency; we should take apart from the complications and
problems which appear in the IT department from all aspects in our daily life and
among the society. Most of IT complications and problems are come out from our
own side that we haven’t ready yet to face the development or expansion of
information technology. Since in the end of 20 century, information technology has
been developed by the first and second world countries, after the world war two
information technology is growing fast and more development. Many researches
were done, and after that information technology is being one of the popular objects
among the people in the world. It’s because information technology help the people
to do their job to be easier. Almost all mankind in different purpose is using
information technology to assist them. By the time information technology or as we
called IT as the short form is more and more develop, and expand, we are required
to introduce to the people in our society about what, and how information technology
is working or in easier understanding is how do they work.
5. 5 | P a g e
IT is the branch of engineering that deals with the use of computers and
telecommunications to retrieve and store and transmit information. By the
interpretation of IT, it means that we need IT professional, IT engineer, and IT user
to perform IT itself. IT has moved almost to all mankind aspects such as our daily
life, business life, organization, etc. The movement of IT that so fast and participate
to mankind’s life make us to be more and more flexible to use in order for our own
benefit. And to build people to be IT professional we should have IT competency. We
do need a concept to proceed and produce an IT professional. How we obtain to
those entire IT professional or how we are able to carry the society to be one of IT
professional. By the IT competency we will produce IT professional to the society.
There are ways and concept to produce IT professional by IT competency into the
society or in a country.
Regarding to the topic, there are categories of IT which is need IT
competency, Such as:
1. Web developer / programmer.
Requirement IT competency
- Design web page with multimedia.
- CGI programming
2. Web designer
Requirement IT competency
- Ability to capture digital image
- Design web page with multimedia
3. Database Administrator Database Administrator
Requirement It competency
- Monitor and administrator a database
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4. System administrator
Requirement IT competency
- Connect hardware
- Execute windows installation
- Execute linux installation
- Set and configuration mail server, ftp server, web server
- Understanding routing
5. Network administrator
Requirement IT competency
- Connect hardware
- Administrator and operating system configuration which is support the
network
- Administrator network equipments
- Understanding routing
- Look for network problem source and repair it
- Manage network security
- Monitor and administrator network security
6. Help desk
Requirement IT competency
- Using software and internet software based on windows
7. Technical support
Requirement IT competency
- Using software and internet software based on windows
- Connect hardware
- Installation Microsoft windows
- Execute linux installation
- Look for network problem source and repair it
- Set and configuration mail server, ftp server, web server
All categories must have standard core competency. Ability to operate hardware and
access internet. IT competency is needed by every individual, without IT competency
a person will not be able to operate and obtain information from IT equipments. In
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this period IT is very important for everybody, we can get any information from there.
A society must know how the IT is working among them, they have to understand
how to operate and using it. There are steps and programs to implement IT and to
create IT competency in a society, such as:
1. Development IT programs into the public society segment, government,
business, education , and communication.
2. Development IT programs by multi partnership with various party.
3. Development activity by outsourcing mechanism.
4. Implement cooperation and outsourcing that involve internal human
resource
All steps are based on information technology and communication. We have to use
the benefit of information technology in optimal to create IT competency among the
society and each individual.
IT competency is a set of congruent behaviors, attitudes, and policies that
come together in a system, agency, or among professional that enables effective
work in information technology situations.
Why is it important?, is connect us to one each other and help us to do our
work in effective, and help us to get specific information in a less time.
There are many ways for IT competency affecting our personal life, and
business life. Some of them is affecting via education and communication. IT is an
education, in the school, college, and university, we learn IT following the period of
developing time and by technologies that have been found. Education is the first step
we will know about information technology, knowledge, discovery, resource must be
sent to education to study its. The last is communication, by communication we can
get information from one to another. Communication is a process of transferring
information from one entity to another. Today the communication has gaining and
high technology, most of the communication today is using the benefit of information
technology, by this kind of communication information technology is affecting our life.
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If you are a current user of Internet, describe 4 internet services
that have been of value to you
1. Internet as connector
By internet we can connect us to our friends all over the world in
anytime. We can share information with our friends which is close or in
faraway place.
2. News
By internet we can get, seek, and look for news. In internet we can find
news which is current, recently, breaking news. And even we can get
the old news in about 5 to 10 years ago or news that became a history.
3. Education
By internet we can get information regarding education. There is e-
book that we can get by download it. Internet helps us to find data and
search knowledge that we need.
4. Advertisement / business
By internet we can advertise our advertisement about our product to all
over the world. We can use internet to trade our product or services.
We can do some payment as well, we can access our bank account via
the bank website. Some of bank and businessman such as online shop
is using internet for they trading purposes.
Those above are four internet services that have been of value to me, there are
more benefits of internet that we can use for our personal purpose, organization
purpose and society purpose. We can get more benefits of internet or information
technology by do more research. Internet is about a capability to access information
in a less time with good quality information and options for us to collect the
information based on the information quantity. The Internet is a global system of
interconnected computer networks that use the standardized Internet Protocol Suite
(TCP/IP), serving billions of users. It is a network of networks that consists of millions
of private and public, academic, business, and government networks of local to
global scope that are linked by copper wires, fiber-optic cables, wireless
connections, and other technologies.
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Conclusion
Competence is the quality of being competent. We can say a person is
competent when we have proof of them working over a period of time to a required
standard. The proof, or evidence, must show that they can bring the many parts of a
job together. When the parts merge they take on a new form. Thus, competence is
an abstract thing it’s more than a set of 'competencies' stacked on top of one
another. IT is the branch of engineering that deals with the use of computers and
telecommunications to retrieve and store and transmit information. IT competency is
a set of congruent behaviors, attitudes, and policies that come together in a system,
agency, or among professional that enables effective work in information technology
situations. Why is it important?, is connect us to one each other and help us to do
our work in effective, and help us to get specific information in a less time. There are
many ways for IT competency affecting our personal life, and business life. Some of
them is affecting via education and communication. IT is an education, in the school,
college, and university, we learn IT following the period of developing time and by
technologies that have been found. Education is the first step we will know about
information technology, knowledge, discovery, resource must be sent to education to
study its. The last is communication, by communication we can get information from
one to another. Communication is a process of transferring information from one
entity to another. Today the communication has gaining and high technology, most
of the communication today is using the benefit of information technology, by this
kind of communication information technology is affecting our life.
4 internet services that have been of value are internet as connector, news,
education, and business / advertisement. Internet as connector is a media to connect
us to the worldwide web, to connect us to our friends all over the world which is in
the network. News, in internet we can find news which is current, recently, breaking
news. And even we can get the old news in about 5 to 10 years ago or news that
became a history. Education, we can get information regarding education such as e-
book, articles, history, story, and research for our studies. Business/advertisement,
advertise our advertisement about our product to all over the world. We can use
internet to trade our product or services. We can do some payment as well.