itss adoption & operation - atci.or.th presentation/031_adoptionandoperation... · itss...

Information-Technology Promotion Agency, Japan

IT HR Development Head Office

February 26, 2014

Masayoshi Tsuru

ITSS Adoption & Operation (Skill Standards for IT Professionals)

2

Plan

• Preparation HRD

• ITSS fullest use

Do

• Recruitment

• Transfer

• HRD

Check

• MOB

• Management of KPI & skill proficiency

Act

• Evaluation analysis

• Promotion

• Salary

• Bonus

Plan • Understand dept.

planning

• Stratified issues

Do • ITSS adoption

• Assessment &Interview

Check • Concerned

assessment(define job category & performance level)

Act • Preparation

planning HRD

• Confirm points of adoption

Adoption process

Operation process

IT Skill Standard for IT Professional

Adoption process and Operation process

All Rights Reserved, Copyright©IPA2014

3

1. Develop ITSS adoption Plan

2. Define Job category

3. Define Level

4. Define KPI

5. Define Skill proficiency

6. Assess KPI

7. Assess Skill proficiency

8. Analyze Assessment result

ITSS Adoption process


4

# Process Description

1 Plan ITSS adoption To develop a plan for ITSS adoption, such as Objective, Scope,

Activity, Schedule, Priority, Formation etc .

2 Define Job category

To clarify definition of Job categories considering business model

and status based on ITSS Career Framework. Possible to

customize.

3 Define level To define Level referring to Performance and experience of an

engineer in the. Possible to customize.

4 Define KPI To define KPI(Key performance Indicator), which consists of

Business contribution and Professional contribution.

5 Define Skill proficiency To define Proficiency of required skill to achieve business. Skill is

to be selected from Skill dictionary

6 Assess KPI

To assess KPI, such as Responsibility, Complexity and Size in

business contribution. Also profession contribution is to be

assessed.

7 Assess Skill proficiency To assess Skill proficiency by employee based on defined Skill

proficiency in item-5

8 Analyze assessment

result

To make a report of personal and management data and analyze

the data, which skill they have, what is level ……

P

D

C

A

ITSS Adoption process description


5

1. Develop ITSS adoption plan

Description To develop a plan for ITSS adoption, such as Objective, Scope, Activity,

Schedule, Priority, Formation etc .

Input Process Output

Key player Review items

- Top management

- Personnel department

- (BU management)

- Objective, scope and effect

- Adoption schedule

- Cost and expense

- Project team and responsibility

Business plan for

2 or 3years

Current HRD plan

Incl skill inventory

HRD issue / concern

ITSS adoption plan

- Analyze current HRD system

- Itemize business issue/concern

- Define route cause of the issue/concern

- Develop action plan and prioritization

- Develop ITSS adoption plan


6

Output, HRD issue and concern and ITSS adoption plan

- Who knows which skills an employee has

- Employee does not know their skill level

- Employee does not know their career plan

- There is no education program or employee does not know the content

- There is no record who and which education employees took in the past

- Who decide skill level of employee

- Linkage of evaluation and salary

HRD issue and concern

- Scope for adoption (business area, adoption process, organization,

Level…)

- Objective and goal

- Action items

- Responsibility

- schedule & duration

- Management review and report

- Project team formation

ITSS adoption plan

(Example)


7

2. Define Job category

Description To clarify definition of Job categories considering business model and

status based on ITSS Career Framework. Possible to customize



- Top management

- Personnel dept

- BU senior manager

- BU manager

- Proposed J/C and S/F

- Adoption proj progress

- Quality of description

ITSS Career frame

work

- Understand J/C and S/F in ITSS

- Refer to business model

- Select appropriate J/C and S/F

- Adjust J/C and S/F if required

- Add new J/C and S/F if required

- Define description of adjusted and new

J/C and S/F

Explanation of ITSS

Job Categories

Result of current job

category mapping

Definition of customized

job categories


8

Customized Career framework

Qu

ality

assu

ara

nce


9

3. Define Level

Description To define Level referring to Performance and experience of an engineer in

the. Possible to customize.



- Personnel dept

- BU senior manager

- BU manager

- Proposed levels


Career frame work

- Understand J/C and S/F in ITSS

- Make current skill level mapping

- Define appropriate levels

- Adjust levels if required

- Add new levels if required

- Define description of adjusted and new

levels

Customized career

framework


10

Customized Career framework

Qu

ality

assu

ara

nce


11

4. Define KPI

Description To define KPI(Key performance Indicator), which consists of Business

contribution and Professional contribution by J/C, S/F and level.



- Personnel dept

- BU senior manager

- BU manager

- Proposed levels


Business contribution

- Define role/range of responsibility

- Define quality requirement

- Define number of performance

- Define Complexity requirement

- Define number of complexity requirement

- Define experienced project size

- Define main theme

- Define degree of contribution

- Define achievements in technology

Succession, activity and the number

- Define developing subordinates

Professional

contribution


Professional

contribution


Business Contribution Professional

Contribution

Level Responsible

area and role

The necessary

Numbers of

achieving

project success

Complexity Size Performance of Expertise succession

7

6 Lead team

as a person in

charge

More than

3 times

two or more of

following

complexity

criteria

□Mission critical

system with high

quality

□Applications of

multi-platforms

□24 hours a day

and 365 days

continuous

operation

:

50 persons or more

during peak periods More than 4

items □Activities in professional

community such as academic

society and committee

□Publication of a book

□Publication of a paper outside

the company

□Publication of a paper within

the company

□Instructor outside the company

□Instructor within the company

□Filing of a patent application

5 10 or more but less

than 50 persons

during peak periods

More than 3 items

4 Team leader More than

2 times

3 or more persons

during peak periods More than 1

items

3 Team member More than

1 time regardless of size - -

2

1

12

(Application Specialist case)

Summary of KPI


13

Description To define Proficiency of required skill to achieve business. Some of skill

may be selected from Skill dictionary




- BU senior manager

- BU manager

- Proposed levels

- Adoption project progress

Skill proficiency

Skill dictionary

Skill proficiency

5. Define Skill proficiency

- Understand J/C, S/P and S/D

- Select how to utilize ITSS for your S/P

- Define each Skill items

- In case you uses Skill dictionary

- Select skill items in S/D

- Decide points

- Decide level by points


14

Job Category

Total Points 81 Total Points 190

Skill CategoryKnowledge Item

(Middle Item)Knowledge Item (Minor Item) Rank Points Rank Points

Project Management -Project IntegrationManagement

･Develop Project Charter

･Develop Preliminary Project Scope Statement

･Develop Project Management Plan

･Direct and Manage Project Execution

･Monitor and Control Project Work

･Integrated Change Control

･Close Project

R2：Capable of implementationwith support, and experience ofimplementation with support

2 R3：Experienced and capable ofindependent implementation

3

Project Management -Project ScopeManagement

･Scope Planning

･Scope Definition

･Create WBS

･Scope Verification

･Scope Control



3

Project Management -Project TimeManagement

･Activity Definition

･Activity Sequencing

･Activity Resource Estimating

･Activity Duration Estimating

･Schedule Development

･Schedule Control



3

Project Management -Project CostManagement

･Cost Estimating

･Cost Budgeting

･Cost Control



3

Project Management -Project QualityManagement

･Quality Planning

･Perform Quality Assurance

･Perform Quality Control



3

Project Management -Project HumanResource Management

･Human Resource Planning

･Acquire Project Team

･Develop Project Team

･Manage Project Team



3

Project Management -Project CommunicationsManagement

･Communications Planning

･Information Distribution

･Performance Reporting

･Manage Stakeholders



3

Project Management -Project RiskManagement

･Risk Management Planning

･Risk Identification

･Qualitative Risk Analysis

･Quantitative Risk Analysis

･Risk Response Planning

･Risk Monitoring and Control



3

Skill Proficiency Sample

Project Management

Level 3 Level 4

List of skill items for

each job category

Skill index for each level

Add the

points

Skill proficiency indicator

Example using skill dictionary

Rank Content Points

Rank 0 No knowledge/experience 0

Rank 1 Knowledge from received training 1

Rank 2 Can implement with support 2

Rank 3 Can implement independently 3

Rank 4 Can give guidance to others 4


15

6. Assess KPI

Description To assess KPI, such as Responsibility, Complexity and Size in business

contribution. Also profession contribution is to be assessed.




- U senior manager

- BU manager

- Proposed levels

- Differentiation by level




- Assess Responsibility/role in business

contribution based on your company KPI

- Assess Complexity in business contribution

based on your company KPI

- Assess Size in business contribution


- Assess each item of professional


- If required, project overview and free

comment for your contribution may be

described in a sheet

Professional

contribution KPI assessment sheet

KPI assessment sheet


16

Process

Assessment process

① ②

③

④

⑤

⑥

⑦

Personnel

Manager

2nd line MGR

Executive board review

Employee t

Assess in each company

(Forward by cycle)

ITPE


17

7. Assess Skill proficiency

Description To assess Skill proficiency by employee based on defined Skill proficiency

in item-5




- BU senior manager

- BU manager

- Proposed levels




- Assess Responsibility/role in business


- Assess Complexity in business contribution


- Assess Size in business contribution


- Assess each item of professional


- If required, project overview and free

comment for your contribution may be

described in a sheet

Skill proficiency

assessment sheet

Custom Skill

Proficiency

Skill proficiency

assessment sheet


18

Consolidated level by KPI and Skill proficiency

Level of KPI Level of

Skill proficiency

(SP)

x % y % X X +

Consolidated level =

* Example

5 x 0.7 + 4 x 0.3 = 4.7 Consolidated level : 5

The weight coefficient X and Y is determined

by considering which is more important in KPI and SP.

Level of KPI

5

Level of SP

4 70% 30 % X X +


19

8. Analyze assessment result

Description To make a report of personal and management data and analyze the data,

which skill they have, what is level ……




- BU senior manager

- BU manager

- Proposed levels




KPI assessment sheet - Gather the data of KPI and S/F

- Decide which kind of data needed

- Make distribution list by J/C and level

- Make other graph as management data

- Describe message

- Describe strength and weakness

As-is human resources

Port folio

Skill proficiency

assessment sheet


20

Strategic

Planner

Solution

Sales

Business

Consultant

Project

Manager IT Architect

Application

Designer

Application

Developer Total

Professional 0 0 0 0 0

Expert 2 0 0 0 1 0 3

Leader 1 2 2 2 3 10

Sub-leader 1 3 10 10 24

Assistant 3 20 20 43

Entry 5 15 20

Total 2 10 2 5 3 33 45 100

Ⅵ

Ⅴ

Ⅳ

Ⅲ

Ⅱ

Ⅰ

Level

Output, As-is human resources Port folio

(Example – J/C, Level matrix)


21

9. Develop HRD Plan

10. Implement HR Development

11. Assess and Analysis

ITSS Operation process


22

# Process Description In Out

O

p

e

r

a

t

i

o

n

9 Develop HRD plan

To develop a plan for Human resources development

considering current HR portfolio, future portfolio with

strategy

1 2

10 Implement HRD To prepare Career plan for mid range, education plan

and implement it. 2 1

11 Analysis and

Evaluation

In parallel with business objective, HRD performance

is to be evaluated. One of methodology is to follow up

by MBO

3 4

P

D

C A

ITSS Operational process description


23

9. Develop Human resources development plan

Description To develop a plan for Human resources development considering current

HR portfolio, To-be portfolio and Gap analysis with strategy



- Top management


- BU management

- Current H/C

- Head count plan

- Business strategy

As is HR Portfolio

To be HR Portfolio

Gap analysis result

- Analyze business strategy/plan

- Confirm head count plan

- Develop human resources plan by J/C

- Define To-be portfolio

- Compare To-be portfolio and As-is portfolio

- Analyze Gap between To-be and As-is

- Plan how to fill-in the


24

ストラテジックプランナー

ソリューションセールス

ビジネスコンサルタント

プロジェクトマネージャ

ITアーキテクトアプリケーションデザイナー

アプリケーションデベロッパー合計

プロフェッショナル 1 1 1 1 4

エキスパート 2 1 1 1 1 0 6

リーダー 2 4 4 7 3 20

サブリーダー 6 6 8 11 31

アシスタント 2 11 11 24

エントリー 2 13 15

合計 3 14 6 12 8 22 35 100

レベル

Ⅵ

Ⅴ

Ⅳ

Ⅲ

Ⅱ

Ⅰ

Professional

Expert

Leader

Sub-leader

Assistant

Entry

Strategic

Planner

Solution

Sales

Business

Consultant

Project

Manager IT Architect

Application

Designer

Application

Developer

Output, To be Human resources Portfolio

Business plan (Example – J/C, Level matrix)


25

ストラテジックプランナー

ソリューションセールス

ビジネスコンサルタント

プロジェクトマネージャ

ITアーキテクトアプリケーションデザイナー

アプリケーションデベロッパー合計

プロフェッショナル 1 1 1 1 4

エキスパート 0 1 1 1 0 0 3

リーダー 1 2 2 5 0 10

サブリーダー 5 3 -2 1 7

アシスタント -1 -9 -9 -19

エントリー -3 -2 -5

合計 1 4 4 7 5 -11 -10 0

Ⅴ

Ⅳ

Ⅲ

Ⅱ

Ⅰ

レベル

Ⅵ

Strategic Planner

Solution Sales

Business Consultant

Project Manager IT Architect

Application Designer

Application Developer

Professional

Expert

Leader

Sub-leader

Assistant

Entry

Output, Gap analysis (=To-be – As-is)

Total

Total

(Example – J/C, Level matrix)


26

10. Implement Human resources development

Description To prepare Career plan for mid range, education plan and implement it.



- Employee

- Manager

- HRD department

- Employee thought

- Plan preparation ratio

- Career path trend

- Education investment

Career path model Career path sheet

- Prepare career path plan (employee)

- Discuss career path plan with manager

- Follow career activity

- Clarify which kind of education is required

- Make education/training plan

- Announce education/training plan

- Implement education/training

- Grasp the performance

Training roadmap Training/education plan


27

Standard career path

キャリアキャリアキャリア Career

Company

Needs

Required career for

company ?

Step for Career path

Career development program

Current career

Career plan declaration

Review by manager

Counseling

Career plan

Career objective by employee

Career path + realization time

Refer to

Input

Skill up

Systematic

approach

Education

Training

Certification

Refer to/utilization

Career up

Career change

Personnel

Evaluation

Capability

Performance

Input

Career system

Refer to

Career Development Structure

Refer to/utilization


28

11. Analyze and Evaluate

Description In parallel with business objective, HRD performance is to be evaluated.

One of methodology is to follow up by MBO(Management By Objective)



- Employee

- Manager

- (Personnel department)

- Current H/C

- Head count plan

- MBO result review

- System improvement

Skill proficiency assess

sheet

MGMT By Objective - HRD activity is managed by MBO

- HRD activity plan is described in MBO

- MBO is divided to Business activity and

Personnel activity

- HRD is Personnel activity

- Interview result of activity

- Summarize MBO result

- Review what is to be improved

Skill dictionary

KPI assessment sheet

KPI Assessment

sheet

Skill proficiency sheet

As is HR Portfolio


29

Management By Objective on A-company case

Action items Schedule P Actual

performance E

Achieve revenue target 1 ssssssss A

xxxxxx 2 xxxxxxxxxxxxxx A

yyyyyy 2 yyyyyyyyyyyyyy B

zzzzzz 4 zzzzzzzzzzzzzz S

Action items Schedule P Actual

performance E

xxxxxx 1 xxxxxxxxxxxxxx B

yyyyyy 2 A

Name dept employee#

Personnel

Business

Emploee sign Manager sign

Evaluation

Manager’s comments

S A E B D C

Employee comments

Employee sign

Manager’s manager comments Personnel commen

Evaluation by manager

Employee comments

Other comments


30

Skill standard (ITSS) activity in the Philippines

Note: PSIA: Philippines Software Industry Association PhilNITS: The Philippine National IT Standards

UPITDC: University of Philippines IT Development Center

・Growth for BPO, SW deve’t, Test

・Offshore business growth

・Working in foreign country

・Main is HW,SW, service in future

・Close communication with PSIA and PhilNITS

・Seminar, common Workshop

・Education/training to UPITDC as successor and OJT

・Workshop by company and consulting for adoption (9 companies)

・Advice and consulting for HR and HRD

・Communication with IT companies, association and academy

・Skill up

・Morale improvement

・Turn over ratio improvement

・Business win with Japanese IT com

・Continuous support

for adopted companies

for UPITDC of our successor

by oversea trip to Philippines

・Lack of systematic HRD

・Unclear evaluation system

・Need of high value added engineer

・High turn over rate

IT industry in Philippines Concern on HRD

Horizontal

Skill standard activity

Effect Plan for 2013

Vertical


31

HRD issue, then ITSS adoption

Grasp

Skill level

Improve

・HRD system

・Career path

・Evaluation

Improve

・Morale

・Royalty

・Evaluation

・Competitiveness

・Turnover

・Business

コミュニティ活動

ﾌﾟﾛｼﾞｪｸﾄﾏﾈｼﾞﾒﾝﾄのﾘｰﾀﾞｼｯﾌﾟ

ﾌﾟﾛｼﾞｪｸﾄﾏﾈｼﾞﾒﾝﾄのｺﾐｭﾆｹｰｼｮﾝ

ﾌﾟﾛｼﾞｪｸﾄﾏﾈｼﾞﾒﾝﾄのﾈｺﾞｼｴｰｼｮﾝ

最新技術動向システム設計

システム構築

システム運用/保守

コンプレックスマネジメント

品質マネジメント

プロジェクトマネジメント

基礎

インダストリアプリケーション動向

最新ビジネス動向

：職種共通：専門分野別選択

プロジェクトマネジメント（システム開発）の研修コース群（体系図）

テクノロジ

メソドロジ


ビジネス/インダストリ

パーソナル

未経験レベル

エントリレベルミドルレベルハイレベル

レベル１レベル２レベル３レベル４レベル５レベル６レベル７


方法論

システム要件定義技法

コンサルティングメソドロジ

ＤＯＡ構造化手法

リスクマネジメント

ファイナンシャルマネジメント

調達マネジメント

プロジェクトマネジメントの契約管理


実践

プロジェクトマネジメント最新動向

専門分野共通スキル項目

専門分野固有スキル項目

知識項目（中項目）知識項目（小項目）

システム開発

ＩＴアウトソーシング

ネットワークサービス

ソフトウェア製品開発

プラットフォーム

システム管理

データベース

ネットワーク

分散コンピューティング

セキュリティ

業務システム

業務パッケージ

基本ソフト

ミドルソフト

応用ソフト

ハードウェア

ソフトウェア

ファシリティマネジメント

システムオペレーション

ネットワークオペレーション

サービスデスク

全職種共通


プロジェクト統合マネジメント

－プロジェクト憲章作成

・プロジェクト選定手法・プロジェクトマネジメント方法論・プロジェクトマネジメント情報システム（ＰＭＩＳ)・専門家の判断

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

全職種共通



－プロジェクト・スコープ記述書暫定版作成

・プロジェクトマネジメント方法論・プロジェクトマネジメント情報システム（ＰＭＩＳ)・専門家の判断

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

全職種共通



－プロジェクトマネジメント計画書作成

・プロジェクトマネジメント方法論・プロジェクトマネジメント情報システム（ＰＭＩＳ)・専門家の判断

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

全職種共通



－プロジェクト実行の指揮・マネジメント

・プロジェクトマネジメント方法論・プロジェクトマネジメント情報システム（ＰＭＩＳ)

○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○ ○

職種

ＩＴスペシャリスト

専門分野

スキル項目知識項目プロジェクトマネジメント

スキルカテゴリ

アプリケー

ションスペ

シャリ

ソフトウェアデベロッ

プメント

カスタマーサービス

オペレーション

ITSS Components

Can not measure

IT engineer’s Skill

・Can not implement HRD

・Not image Career path

・Complain to the evaluation

・Weak morale/royalty

・High Turn over

Required Skill is not clear

As the

result

Issue in Company

ITS

S a

do

ptio

n

ITSS adoption

Improve HRD

Employee

satisfaction

Contribution


32

Effect of ITSS adoption

Skill level of IT engineer

・by Job category

・by Level

・by Performance/KPI

・by Skill contents

・by group category

Human Resources Develop’t

・Skill improvement plan

・Career path plan

・Management by Objective

・Training program

IT Sales/Outsourcing

・Fair evaluation of skill globally

・Demonstration of skill level

・Conflict protection

Human Resources system

・Motivation improvement

- Royalty improvement

・HR system improvement

・Turnover improvement


33 33

Thank you so much!

IPA (Information-Technology Promotion Agency, Japan

IT Human Resource Development Headquarters

Center for Human Resources Development Initiative

ITSS Documents(English Edition) Download URL:

http://www.ipa.go.jp/english/humandev/forth_download.html