Strategic workforce planning

Transcription

1 Strategic workforce planning - organisational capabilities, development and career planning What is Strategic Workforce Planning People Capability Maturity Model (P-CMM ) Maturity Levels 5 Optimising Developing individual capability Continuous capability improvement Building workgroups & culture Process area threads Motivating & managing performance Organisational performance alignment Shaping the workforce Continuous workforce innovation 4 Predictable Competency based assets Mentoring Competency Integration Empowered workgroups Quantitative performance management Organisational capability management 3 Defined Competency analysis Workgroup development Career development Competency development Participatory culture Competency based practices Work environment Workforce planning 2 Managed Training & development Communication & coordination Performance management Staffing Compensation 1 Initial Inconsistent management of activities People Capability Maturity Model, SEI Institute. Available for download from cmmiinstitute.com Copyright 2001 by Carnegie Mellon University. NO WARRANTY 2 1

2 Shaping the workforce Staffing The purpose of Staffing is to establish a formal process by which work is matched to resources and qualified individuals are recruited, selected and transitioned into assignments Best practice recruitment processes based on competencies Standard positions descriptions are prepared using SFIA for skills definition Balancing workload demands with available staff Candidates are selected using SFIA skills matched to defined positions 3 Workforce Planning Processes Areas Competency Analysis Workgroup Competency Career Competency Best Practices Workforce Planning 4 2

3 Developing Individual Capability - Competency Analysis The purpose of Competency Analysis is to identify the knowledge, skills and process abilities required to perform the organisation s business activities so that they may be developed and used as basis for work practices The RAD provides the basis for mapping all the resources required by the organisation to perform its business activities Assists with future planning and ongoing development in both competencies and workgroups Roles adapted from frameworks Role-Activity diagram The RAD describes the key processes in terms of their activities and responsibility allocations. 5 Develop individual capability - Competency The purpose of Competency is to constantly enhance the capability of the workforce to perform their assigned tasks and responsibilities Remediation training is provided for under-performing skills of new skills is provided for target roles in the career progression plan 10% formal training 20% feedback & coaching 70% experience 6 3

4 Building workgroups & culture Workgroup To organise work around competency-based process abilities A collection of people who work closely together on tasks that are highly independent to achieve a shared objective Typically used within Business Change activities (Programmes and Projects) Roles are tailored based on required activities and available skills Assignments to roles are based on best skills match 7 Shaping the workforce Workforce Planning The purpose of Workforce Planning is to coordinate workforce activities with current and future business needs at both the organisational and unit levels Strategic Programme and Project requirements captures future skill requirement Business-as-usual (BAU) activities aligned to the operating model, FTE requirements and projected demand Position Process Role FTE LoR Sk1 Lv1 Sk2 Lv2 Sk3 Lv3 Sk4 Lv4 Sk5 Lv5 Service Desk Manager (SMC) Incident ServDeskMgr USUP 5 METL 5 CSMG 5 RLMT 5 HR PeopleMgr PEMT 4 Service Desk Manager (SMC) Position USUP 5 METL 5 CSMG 5 RLMT 5 PEMT 4 Service Desk Level 1 Analyst (SMC) Incident ServDeskAnalL USUP 4 CSMG 4 Service Desk Level 1 Analyst (SMC) Change ServDeskAnalL USUP 4 CSMG 4 Service Desk Level 1 Analyst (SMC) Request ServDeskAnalL USUP 4 CSMG 4 Service Desk Level 1 Analyst (SMC) Position USUP 4 CSMG 4 Service Desk Level 2 Analyst (SMC) Incident ServDeskAnalL USUP 4 CSMG 4 Service Desk Level 2 Analyst (SMC) Request ServDeskAnalL USUP 4 CSMG 4 Service Desk Level 2 Analyst (SMC) Position USUP 4 CSMG 4 8 4

5 Motivating & managing performance Career To ensure that individuals are provided opportunities to develop workforce competencies that enable them to achieve career objectives Remediation training is provided for under-performing skills of new skills is provided for target roles in the career progression plan 9 Case Study 182 Individual positions within Operations Division 86 Discrete Position Descriptions spanning multiple levels Some Positions almost identical except 1 or 2 words Most Position Descriptions have between 2-4 skills 10 5

6 AVMT SLMO SEAC CFMG ASMG CHMG RELM SYSP SCAD RFEN ASUP CPMG ITOP DBAD STMG NTAS PBMG USUP DCMA PENT 14/11/2016 Competency Analysis (Delivery and Operations) Service design Service transition Service operation 11 Suggested Organisation Structure 12 6

7 Service Delivery (TSG) Technical Support and Operations function 3 Position Families Principal role provides capability and team leadership Senior role provides mentoring Technical Support provides operational / routine tasks 86 current positions consolidated to System Administrator Job Family New Skill: Training & Experience Shared Service Role LoR Skill 1 Lv1 Skill 2 Lv2 Skill 3 Lv3 Skill 4 Lv4 Skill 5 Lv5 AD/IDAM Technical Specialist 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Senior Windows Server Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Senior Database and Systems Administrator 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Senior Windows Server Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 IDAM Support Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Senior Windows Engineer 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Senior Windows Server Technician 4 PBMG 4 TECH 4 SYSP 5 CHMG 5 USUP 4 Enhanced Skill: Coaching & Mentoring Shared Service Role LoR Skill 1 Lv1 Skill 2 Lv2 Skill 3 Lv3 Skill 4 Lv4 Skill 5 Lv5 SOE Developer 4 CHMG 4 PBMG 3 SYSP 4 TECH 4 SOE Developer 4 CHMG 4 PBMG 3 SYSP 4 TECH 4 Share Joint Specialist 4 CHMG 4 PBMG 3 SYSP 4 TECH

8 Needs Analysis Training Name Training Stream Skills Advanced Business Analysis Business Analysis BUAN BSMO REQM DTAN Applying Advanced Business Analysis Business Analysis BUAN BSMO REQM DTAN CIPM Bringing Business Solutions to Life Business Analysis BUAN BPTS SEAC Business Analysis for Non Business Analysts Business Analysis BUAN REQM TEST BPTS CCBA /CBAP Exam Preparation Business Analysis BUAN REQM METL Fast Start in Business Analysis Business Analysis BUAN REQM METL CIPM Identifying and Managing Successful Requirements Business Analysis BUAN REQM METL CIPM Mastering Business Analysis Business Analysis BUAN REQM BPRE ARCH CIPM Survival Skills for Analysts Business Analysis ORDI METL PDSV RLMT REQM COBIT 5 Assessor Certificate including exam ITIL CORE BPRE INAN METL COBIT 5 Foundation - 2 days - includes exam ITIL METL CORE INAS IRMG COBIT 5 Implementation Certificate including exam ITIL METL CORE BPRE CIPM ITIL Foundation Certificate in IT Service Management + exam ITIL METL ITMG ITIL Managing Across the Lifecycle (MALC) + exam ITIL METL CNSL CIPM IRMG ITIL Overview ITIL METL ITIL Service Capability - Operational Support and Analysis (OSA) + exam ITIL USUP PBMG SCAD METL ITOP ITIL Service Capability - Planning, Protection and Optimisation (PPO) + exam ITIL CPMG AVMT COPL SCAD SCTY ITIL Service Capability - Release, Control and Validation (RCV) + exam ITIL CHMG RELM CFMG ASMG SEAC ITIL Service Capability - Service Offerings and Agreements (SOA) + exam ITIL POMG SLMO SURE FMIT RLMT ITIL Service Lifecycle - Continual Service Improvement (CSI) + exam ITIL CORE QUAS METL ITIL Service Lifecycle - Service Design (SD) + exam ITIL SLMO AVMT CPMG COPL SCAD ITIL Service Lifecycle - Service Operation (SO) + exam ITIL USUP PBMG SCAD ITOP ASUP ITIL Service Lifecycle - Service Strategy (SS) + exam ITIL STPL FMIT POMG CIPM MKTG ITIL Service Lifecycle - Service Transition (ST) + exam ITIL CHMG SEAC RELM ASMG CFMG 15 Job Families and Career Pathways Level 7 Set strategy, Inspire mobilise Level 6 Initiate Influence Manager Level 5 Ensure Advise Team Leader Principal Manager Co-ordinator Level 4 Enable Administrator Senior Analyst Support Level 3 Apply Officer Associate Officer Level 2 Assist Level 1 Follow Operational Support Technical Specialist Process Specialist Leadership 16 8

9 Career Pathways Specialist Roles: Systems administration, Network administration, Database administration Example: Network specialists Principal Senior Senior Associate Function: Core: Complimentary: Transfer into: Opportunities: Function: Core: Complimentary: Transfer into: Opportunities: Function: Core: Complimentary: Transfer into: Opportunities: Subject matter expert with people management expertise Networking Planning (NTPL), Design (NTDS), Support (NTAS) People skills Relationship Management (RLMT) and Performance Management (PEMT) e.g. IT Management (ITMG) or Project management (PRMG) Operational specialist, Process specialist, Leadership Subject matter expert in technical specialism Networking Design (NTDS), Support (NTAS) Providing Advice and guidance Technical specialism (TECH) Network Planning (NTPL), Relationship Management (RLMT) Vertical progression, Operational specialist, Process specialist Applying technical expertise Networking Support (NTAS), Installation and decommissioning (HSIN), Security Admin (SCAD) Providing advice and guidance (TECH) and Incident Management (USUP) Network Design (NTDS), Problem Management (PBMG) Vertical progression, Operational specialist, Process specialist 17 Suggested Organisational Structure and Job Families 18 9

10 In Summary Strategic Workforce Planning includes a number of key processes Competency Analysis Competency Career Workgroup Defining the strategic workforce plan requires input from Process Owners on required skills Workload analysis for FTE numbers Competency should include formal training, self paced learning and peer assisted coaching Career should include enlargement within job families and career pathways 19 Questions? 20 10

11 Strategic workforce planning - organisational capabilities, development and career planning 11