Core competencies and workforce competencies are what differentiates an organization from its competitors and enables it to deliver superior products and services.
Rajesh will cover the essentials of a competency framework and how it aligns processes like recruitment, career development, workforce planning, training, performance management and compensation to deliver short term and long term goals of an organization.
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Understand terms such as Competency Framework, Competent, Competence, and Competencies in this article and download your Free Competency Frameworks
http://www.makingbusinessmatter.co.uk/blog/competency-framework/
"You can download this product from SlideTeam.net"
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Competency Framework Implement Performance Management Planning with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3l3LGHe
A competency framework should express which skills and behaviours are valued, recognised and rewarded in specific roles.
For more content like this, check out Acorn Labs: https://acornlms.com/enterprise-learning-management
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
"You can download this product from SlideTeam.net"
It covers all the important concepts and has relevant templates which cater to your business needs. This complete deck has PPT slides on Competency Framework Implement Performance Management Planning with well suited graphics and subject driven content. This deck consists of total of twelve slides. All templates are completely editable for your convenience. You can change the colour, text and font size of these slides. You can add or delete the content as per your requirement. Get access to this professionally designed complete deck presentation by clicking the download button below. https://bit.ly/3l3LGHe
A competency framework should express which skills and behaviours are valued, recognised and rewarded in specific roles.
For more content like this, check out Acorn Labs: https://acornlms.com/enterprise-learning-management
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Get ready for 2014 solve the talent management equation with job competenciesHuman Capital Media
In a 2012 Bersin and Associates research paper, only 6 percent of HR teams rated themselves “excellent” in data analysis, while 56 percent rated themselves “poor." In school we all learn standard notation for math and how to solve equations, but we don't have that in talent management. We don't have it as a broad standard and we probably don't even define what our own internal "standard notation" is. While there is a wealth of data residing within the organization that might help us better define what "good" looks like and how to get there, elements like job descriptions or core and leadership competencies are not defining quantitative elements of our equation that align with the business side of our equation.
In this session, we will:
Review the challenges in defining talent management.
Discuss the elements in the talent management equation.
Describe how a job competency framework can balance the two sides of the equation.
Review three steps to implementing a framework to making sense of the data
As an Agile professional I’ve been asking myself for years: what can I offer to my organisation as an Agile Coach? What can I give to the agile community as an Agile practitioner? What competencies do I need to develop in my organisation to successfully implement Agile? How can I become a better agile professional and help others to do so?
Coaches, teams, organisations and Agile communities have a duty to actively contribute to the growth of agile practitioners. For that, it’s essential to understand what key competencies have to be developed in Agile coaches, Scrum masters and Agile Managers among other Agile professionals to reach their next level.
Lyssa Adkins and Michael K. Spayd, describe in their whitepaper “Developing Great Agile Coaches” (http://www.agilecoachinginstitute.com/wp-content/uploads/2011/08/Agile-Coaching-Competencies-whitepaper-part-one.pdf) The Agile Coach Competency Framework. This is one big clue to answer these questions. Over the past two years, this framework has guided the development of hundreds of agile coaches. Agile managers and champions also use it to obtain “truth in advertising” to hire the right coach at the right time.
This competency framework consists of eight primary areas of competence that provide a focus for education and professional development for Agile professionals. This areas are:
Agile-Lean Practitioner: Knowledge & Application
‘Process-focused’ competencies: Coaching & Facilitating
‘Content-focused’ competencies: Teaching & Mentoring
Domain Mastery (Technical Mastery, Business Mastery and Transformational Mastery)
Griffith University develops an in-house system that can mange a skills capability framework.
Like you, the Department of Information Services (INS) works within changing capability requirements that are needed in support of our changing business environment under ever shrinking time frames. We refer staff to a number of skills frameworks: IT Professional skills (SFIA); Library professional skills (CILIP and/or Library skills framework currently in development with the IRU in Australia); Communication, Leadership and other core skills (such as AGPS Leadership & core skills or QLD PS CLF). With this system staff self-assess their capability, generate personal and organisational capability skills reports and reference capability against desired roles and career/development pathways. Management can utilise the information captured for data driven/big picture workforce planning initiatives.
PeopleWiz partnered with the Analytics CoE of a a global media and publishing giant to create the foundation of talent development and retention initiatives by developing organization wide Competency Framework
Start the New Year Right — Focus Learning Through Competencies in 2013Human Capital Media
Competencies have been a part of the learning discussion for some time. And, depending on where they are in the cycle of opinion about their value, can trend higher or lower. Recently, some have stated that competencies are no longer welcome in the workplace, or have little value alongside an individual’s business goals. Esoterically speaking, there may be some truth to this. We are not, however, talking about old core values, nor are we trying to define what makes an employable corporate citizen. Rather, we are talking about what aligns a job function/family or what is a specific differentiator for level or role.
Job-specific, task-oriented competencies, associated with tools employees can use and relate to, make a significant positive difference in:
Best practices sharing.
Capturing institutional memory.
Providing consistent communication.
Setting clear expectations for hiring, performance, career engagement and development.
Providing clear skills management and mitigation for workforce planning.
Enabling flexibility in assignments and roles while accelerating capability to learn and deliver.
In this webinar, you will:
Hear case studies and research validating the justification for a learning strategy.
Learn some of the ways to relate business outcomes from learning.
Understand how the Kenexa Job Competency Library can make learning not just on the job, but targeted at the job.
SE Human Development Management helps organizations to motivate employees through highly relevant performance feedback, while aligning the entire workforce with the organization's strategies and priorities. SE HDM provides training programs that address performance and skill gaps for individuals and work teams.Furthermore, SE HDM identifies the key competencies necessary to perform specific activities in different processes across the organization, providing a clear, strategic understanding the workforce potential, strengths and weaknesses.
Improve the effectiveness of behavior based selection by incorporating competency modeling into selection and also training, performance management and succession planning
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
Smart TV Buyer Insights Survey 2024 by 91mobiles.pdf91mobiles
91mobiles recently conducted a Smart TV Buyer Insights Survey in which we asked over 3,000 respondents about the TV they own, aspects they look at on a new TV, and their TV buying preferences.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...Neo4j
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Threats to mobile devices are more prevalent and increasing in scope and complexity. Users of mobile devices desire to take full advantage of the features
available on those devices, but many of the features provide convenience and capability but sacrifice security. This best practices guide outlines steps the users can take to better protect personal devices and information.
2. Brought to you by
Agenda/ Topics
• What is competency?
• Design of a Competency Framework
– Job Clusters, Roles, Competencies, Proficiencies,
Competency Dictionary and Competency Assessments
• Competency Framework in Action
– Hiring, Performance Management, Training
• Refining the Competency Framework
Orchestrating
Performance
Note: Please maintain silence during the webinar to ensure that other attendees are not disturbed. You may mute
your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
3. Brought to you by
What is Competency?
Underlying characteristic of an individual that is
causally related to effective or superior performance
in a job
-Competence at Work, Spencer and Spencer
• In other words
– Whatever make us do our job better
• This characteristic is usually a combination of
– Knowledge, skill, attitude/ traits and process abilities
• Required for a job/ role/ objective
Orchestrating
Performance
• Possessed by an individual doing the job
Note: Please maintain silence during the webinar to ensure that other attendees are not disturbed. You may mute
your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
4. Brought to you by
What is Competency?
Core Competency
the combination of technology and
production skills that create a
company’s products and services
and provide its competitive
advantage in the marketplace
(Prahalad & Hamel 1990)
Organizational/ workforce
Competency/ Job Clusters
a cluster of knowledge, skills and Organizational/ workforce
individual should develop to perform Competencies (Job Clusters)
a particular type of work in the
organization
Orchestrating
Performance Role Based Competency
an underlying characteristic of an K,S & K,S & K,S & K,S &
individual that is causally related to Process Process Process Process
effective or superior performance Abilities Abilities Abilities Abilities
(Spencer 1993)
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
5. Brought to you by
Design of a Competency Framework
Identify Identify Identify
Job Clusters Roles Competencies
Create Define Define
Assessment Tools Proficiencies Competencies
Orchestrating Create
Performance
Role-Competency- Proficiency
Mapping
Assessment Framework
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
6. Brought to you by
Job Clusters
• Similar kind of work (e.g., same department)
requiring similar competencies
• For example, Job Clusters in a typical IT
Services organization
Executive Management
Software Development
Quality Management
Project Management
Facilities & Admin
Sales & Marketing
Business Analysis
HR and Learning
Software Testing
IT Infrastructure
Finance& Legal
Orchestrating
Performance
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
7. Brought to you by
Roles
• Roles within a Job Cluster require similar
competencies with different proficiencies
• For example, roles in the “Software
Development” Job Cluster could include
– Programmer
– Senior Programmer
– Designer
– Senior Designer
– System Architect
Orchestrating
Performance
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
8. Brought to you by
Competencies
• Each role would require a set of competencies –
typically all roles within a job cluster will
require fairly similar set of competencies
• The difference could be in the proficiency levels
• Types of competencies could include
– Functional, technical, domain
– Behavioral
– Process Abilities
Expected Results
Orchestrating
Performance
Competencies
Tasks
Role
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
9. Brought to you by
Types of Competencies - Examples
• Functional, technical, domain competencies
– Accounting, HR, Legal, Training, Recruitment, Software
Design, Programming, Testing
– SAP, Oracle, Mainframes, Seibel, Microsoft Technologies
– Pharma, Hospitals, automobiles, telecommunication, Oil
and Gas
• Behavioral
– Achievement Orientation, Creativity, Service Orientation,
People Orientation, Flexibility, Ability to Communicate,
Assertiveness, Quality Orientation
• Process Abilities
– This is the ability to apply the functional and behavioral
competencies using the organization’s processes (Knows
“how things are done here”
Orchestrating
Performance • Process abilities are built within an organization,
functional competencies are built with work experience
in an industry/ type of job, and behavioral competencies
are built from childhood
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
10. Brought to you by
Proficiencies
• Extent of the competency
• Typically on a scale (e.g., 0-5), where
– 0- Not At All
– 5- Subject Matter Expert / Master/ Guru
Orchestrating
Performance
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
11. Brought to you by
Competency Dictionary
• Description of all competencies, proficiencies
• Mapping of Competencies and Proficiencies for various roles (Role
Profiles)
Flexibility Flexibility is the ability to adapt seamlessly to changes.
Expected
Flexible people recognize the multiple viewpoints and can ROLE : PROJECT MANAGER Proficiency
flexibly apply the most suitable solution in a given situation
in the context of a larger objective Behavioral
Achievement Orientation 3
Creativity 2
0 Not flexible at all; Rigid Service Orientation 4
1 Able to defer the decision till other viepoints are heard People Orientation 3
2 Able to appreciate others viewpoints Flexibility 3
Ability to Communicate 3
3 Able to appreciate others viewpoints and generate alternate Assertiveness 4
viewpoints himself/ herself Quality Orientation 3
4 Able to change one's behaviour dynamically, depending on
the situation Functional/ Technical
Estimation 4
5 Able to coach and train others to adapt flexible behaviour Project Monitoring 4
Orchestrating Managing Finances 2
Scheduling 3
Performance Metrics and Reporting 4
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
12. Brought to you by
Competency Assessments
• At hiring time
• While promoting a person (in the same Job Cluster)
• While shifting a person from one job cluster to another
• To identify competency gaps and development needs on a
periodic basis
Please note:
• Some competencies (technical) can change at a fast rate
• Some competencies (behavioral) change very slowly
Orchestrating
Performance
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your phones by pressing *6 or mute button on your phone – pad, during the webinar. Thanks for the support.
13. Brought to you by
Competency Framework in Action – Hiring Domain Competency Projection Present
Reqd by Dec '03 JOB PROFILE
Project Manager
Present
Identify a
Domain Competency Projection Short Description Leading and managing large projects or multiple small projects with the aim
Reqd by Dec '03 of completing projects on JOBand on budget to the desired quality,
time PROFILE
economically, successfully and to the satisfaction of the customer. Also,
80 Project Manager
developing repeat business from exis Under
Main Tasks NA Indepen- Guiding
Present Short Description Leading and managing large projects or multiple small projects with the aim
Domain Competency Projection60 Guidance dent Others
of completing projects on time and on budget to the desired quality,
JOB PROFILE
Business responsibility with P & L responsibility √
Reqd by Dec '03 economically, successfully and to the satisfaction of the customer. Also,
vacancy in terms
80
40
Custom er Mgm t (Develop and Manage existing custom er Project Manager
developing repeat business from exis Under
√
Main Tasks
Analyze, Design and Implement software solutions NA Indepen- Guiding
√
Plan & execute projects / modules within pre - determ ined Leading and managing large projects or multiple small projects with the aim
Short Description
Guidance √
dent Others
60 People Mgm tBusiness responsibility with P & L responsibility completing projects on JOBand on budget to the desired quality,
of time PROFILE √
20 that includes m obilization, m otivation and √
Takes part inCustom er Mgm with new prospect economically, successfully and to the satisfaction of the customer. Also,
sales process t (Develop and Manage existing custom er √
40
Project Manager
developing repeat business from exis Under
√
80 0 Proposal / Contract Mgmt Main Tasks
Analyze, Design and Implement software solutions √
NA Indepen- Guiding
√
Plan Short Description √
Knowledge Mgm t & execute projects / modules within pre - determ ined Leading and managing large projects or multiple small projects with the aim
√
Hospital Hotels Airlines Education Guidance dent Others
of the Role
20 Quality Management Mgm t that includes m obilization, m otivation and √
of completing projects on time and on budget to the desired quality,
60 People Business responsibility with P & L responsibility √√
part inCustom er Mgm t (Develop and Manage existing custom er Productive and to the satisfaction of the customer. Also,
Takes Knowledge/ process with new prospect
sales Skills NR economically, successfully Master
Novice √ √
Project Managem ent TechniquesMgmt
Proposal / Contract Design and Implement software solutions developing repeat business from exis Under
Main Tasks √√
NA Indepen- Guiding
0 Analyze, √
40 MPP Knowledge Mgm t & execute projects / modules within pre - determ ined √√
Hospital Hotels Airlines Education Plan Guidance √
dent Others
Es tim ation Method (IFPUG or FFP)
Quality Management Mgm t that includes m obilization, m otivation and √ √
People Business responsibility with P & L responsibility √√
20 Statistical Methods (7 QC Tools)Knowledge/ process with new prospect
sales Skills NR √
Takes part in Custom er Mgm t (Develop and Manage existing custom er Productive
Novice Master
√ √
Profile
Proposal / Contract Design and Implement software solutions √
Metrics Tool Project Managem ent TechniquesMgmt
Analyze, √√ √
0 One of SSAD/ OOAD Techniques
MPP √
Knowledge Mgm t & execute projects / modules within pre - determ ined √√
Plan √
Hospital Hotels Airlines Education Requirements ManagemMethod (IFPUG or FFP)
Es tim ation ent with DOORS √
Quality Management Mgm t that includes m obilization, m otivation and √ √
People √
Rational Rose or Sys tem Architect QC Tools)
Statistical Methods (7 √ √
TakesKnowledge/ process with new prospect
part in sales Skills NR Novice Productive Master √
One CM Tool Metrics Tool or Clearcase)
(VSS or PVCS √ √
Project Managem ent TechniquesMgmt
Proposal / Contract √√
One Language Skills (C++,OOAD etc.)
One of SSAD/ JAVA, Techniques
MPP Knowledge Mgm t √√ √√
One Test Tool (Team Test or Segue orent with DOORS
Mercury)
Requirements ManagemMethod (IFPUG or FFP) √ √
Es tim ation Quality Management √ √
Domain Knowledge (one of or Sys temHotel, Airline,
Rational Rose Hospital, Architect √ √
Statistical Methods (7 QC Tools) Knowledge/ Skills NR √
Novice Productive Master
JOB PROFILE Technology Knowledge (one of client server, IBM
One CM Tool Metrics Tool or Clearcase)
(VSS or PVCS √√ √
m ainframe, Web Bas ed, eCom merce) Project etc.) Managem ent Techniques √
Project Manager One Language Skills (C++,OOAD Techniques
One of SSAD/MPP JAVA, √√ √
Our QMS One Test Tool (Team Test or Segue orent with DOORS
Mercury)
Requirements ManagemMethod (IFPUG or FFP) √ √ √
Es tim ation √
Short Description Leading and managing large projects or multiple small projects with the aim Industry Quality StandardsRational Rose or Sys temHotel, Airline,
Domain Knowledge (one of Hospital, Architect
(ISO & CMM) √√ √
Statistical Methods (7 QC Tools) √
of completing projects on time and on budget to the desired quality, English-Written Comm unication Tool (VSSclient server, IBM
Technology Knowledge (one of or PVCS or Clearcase)
One CM Metrics Tool √√√ √
economically, successfully and to the satisfaction of the customer. Also, English-Oral m ainframe, Web Bas ed, eCom merce) JAVA, etc.)
Com m unication Language Skills (C++, √ √
Add specific
One One of SSAD/ OOAD Techniques √
developing repeat business from exis Under English-Presentation
Our QMS One Test Tool (Team Test or Segue orent with DOORS
Requirements Managem Mercury) √ √ √
Main Tasks NA Indepen- Guiding √
Education &Quality Standards Rational Rose Hospital,least one of the following:
Industry Training & Knowledge (one of or SysAt Hotel, Airline,
Domain Qualifications
(ISO & CMM) tem Architect √√ √
Guidance dent Others
English-Written Comm unication Tool (VSSclient server,equi) with 9 yrs experiece in IT
Technology Knowledge (one of or PVCS(or Clearcase)
One CM BSc or IBM √
√√
Business responsibility with P & L responsibility √
English-Oral m ainframe, Web Bas ed, eCom merce) (or equi) with 5 yrs experience in IT
Com m unication Language Skills (C++, JAVA, etc.)
One BE √ √
Custom er Mgm t (Develop and Manage existing custom er √
English-Presentation
Our QMS One Test Tool (Team Test (or SeguewithMercury)
ME or equi) or 3 yrs experience in IT √ √ √
Analyze, Design and Implement software solutions √
Plan & execute projects / modules within pre - determ ined √ Education &Quality Standards (ISO & CMM)of Hospital,least one of the following:
Attitudes Training & Knowledge (one
Industry Domain Qualifications NR Learning Airline,
At Hotel, Average Excellent √ √
competencies People Mgm t that includes m obilization, m otivation and √ Custom er Focus English-Written Comm unication BSc (or equi) √
Technology Knowledge (one of client server, IBM with 9 yrs experiece in IT √√
Takes part in sales process with new prospect √ Helpfullness to Peers English-Oral Com m unication Bas ed, eCom merce) (or equi) with 5 yrs experience in IT
m ainframe, Web BE √ √
Proposal / Contract Mgmt √ Problem Solving English-Presentation
Our QMS √
ME (or equi) with 3 yrs experience in IT √ √
Knowledge Mgm t √ Support to Juniors Education &Quality Standards (ISO & CMM)
Attitudes Training & QualificationsNR
Industry √
Learning of the following:
At least one Average Excellent √
Quality Management √ Initiative Custom er Focus English-Written Comm unication BSc (or equi) with√9 yrs experiece in IT
√ √
Knowledge/ Skills NR Novice Productive Master
Support to Seniors
Helpfullness to Peers English-Oral Com m unication BE (or equi) with √ yrs experience in IT
5 √ √
required for:
Project Managem ent Techniques √ Problem Solving English-Presentation √
ME (or equi) with 3 yrs experience in IT √
MPP √ Support to Juniors Education & Training & Qualifications
Attitudes NR √
Learning of the following:
At least one Average Excellent
Es tim ation Method (IFPUG or FFP) √ Initiative Custom er Focus √ √
BSc (or equi) with 9 yrs experiece in IT
Statistical Methods (7 QC Tools) √ Support to Seniors
Helpfullness to Peers BE (or equi) with √ yrs experience in IT
5 √
Metrics Tool √ Problem Solving √
ME (or equi) with 3 yrs experience in IT
One of SSAD/ OOAD Techniques √ Support to Juniors Attitudes NR √
Learning Average Excellent
Requirements Managem ent with DOORS √ Initiative Custom er Focus √ √
•the project/ dept
Rational Rose or Sys tem Architect √ Support to Seniors
Helpfullness to Peers √ √
One CM Tool (VSS or PVCS or Clearcase) √ Problem Solving √
One Language Skills (C++, JAVA, etc.) √ Support to Juniors √
One Test Tool (Team Test or Segue or Mercury) √ Initiative √
Domain Knowledge (one of Hospital, Hotel, Airline, √ Support to Seniors √
Technology Knowledge (one of client server, IBM √
m ainframe, Web Bas ed, eCom merce)
•long term org. needs Our QMS
Industry Quality Standards (ISO & CMM)
English-Written Comm unication
English-Oral Com m unication
English-Presentation
√
√
√
√
√
Education & Training & Qualifications At least one of the following:
BSc (or equi) with 9 yrs experiece in IT
BE (or equi) with 5 yrs experience in IT
ME (or equi) with 3 yrs experience in IT
Attitudes NR Learning Average Excellent
Custom er Focus √
Helpfullness to Peers √
Problem Solving √
Support to Juniors √
Initiative √
Support to Seniors √
Orchestrating
Performance Use Role Profiles during
selection
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