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Best Practice IT Professional Development

Best Practice IT Professional Development. Why?. Constant evolution in IT “Commodity technical skills are going overseas” (Computing – Jan 2007) New “Skills profile”

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Best Practice IT Professional Development

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  1. Best Practice IT Professional Development

  2. Why? • Constant evolution in IT • “Commodity technical skills are going overseas” (Computing – Jan 2007) • New “Skills profile” • Business aware, good communicator, able to manage business relationships, creative, innovative, leadership ability (Computing – Jan 2007)

  3. Understand the Strategic context • What are the strategic business objectives? • How does IT enable them? • How are they supported by the current people development processes? • What is the HR strategy/ HR objectives?

  4. Managing the IT resources in different environments • What skills have we got? • What level of skill? Basic? Expert? • How many? • How can we evaluate? • What do we need?

  5. Yesterday Programming Analysis/Design Operations Support Management Today Innovation Transformation Communication Leadership…. Defining the skills we need

  6. Create a Skills Management Strategy • Determine the business case for skills/resource management, professional development, and other strategic change • Analyse professional development processes/strategy vs a Maturity Model of professional development

  7. Create Skills Directory • Determine the key Skills • Establish a measurement framework • Create a skills matrix • Re-invent the wheel?

  8. Skills Framework “SFIA describes what people do, not necessarily what their jobs are called” introduction to SFIA

  9. Skill Categories • Strategy and planning • Development • Business change • Service provision • Procurement and management support • “Ancillary”

  10. Levels

  11. Planning development

  12. Personal development

  13. Planned Professional Development

  14. The ProcessAssess Individual Skill Needs • Where am I now? • Skills Framework (SFIAplus) • Where do I want/need to be? • Skills Matrix (organisation’s needs) • How can I get there • Development process -> • Fill the gaps

  15. The ProcessDevelopment Cycle Development Objectives, based on Skill needs, and Actions to achieve them Create Cycle Practitioner & Manager Pursue Actions Practitioner Create Journals, linked to planned Actions Record Progress Practitioner Agree new Actions as appropriate Review Progress Practitioner & Manager Verify Record & Sign off Cycle Add comments to close cycle Manager

  16. Integrate the Personal Development Process with Performance Management • Formalise the Development Process • Agree parameters for measuring the effectiveness of the process • Eg time frames, quality criteria, filling skills gaps • Set performance targets, using these parameters

  17. Corporate relationships with The BCS • Group membership • Accredited professional development programmes • Individual development planned, monitored and reviewed • Well tested Success Factors and Performance Indicators • Annual audit by BCS

  18. Corporate relationships with The BCS • “Trusted Source” arrangements • Streamlined nomination process for BCS Membership grades • “CITP Processing Agreements”

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