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Representative POMs are described for IT Workforce Strategy at each level of maturity.

1Initial

• Practice

  Rely on the best endeavours of available personnel.

• Practice

  Communicate strategic information regarding the workforce as and when required by management.

  Outcome

  Employees may be aware of some high-priority strategic workforce decisions.

2Basic

• Practice

  Define and document a basic IT people strategy within the IT function.

  Outcome

  HR can plan according to the basic IT people strategy.

• Practice

  Hold meetings to update employees within the IT function about the most significant strategic decisions affecting the organization's workforce.

  Outcome

  The most important decisions affecting the workforce are known to IT employees.

  Metrics

  • Frequency of communication events regarding workforce strategy.
  • # of items that need to be communicated.

3Intermediate

• Practices

  • Include long-term, medium-term and short-term needs regarding quantity, skill level, and geographic location of employees in the IT people strategy, and reflect how to address these needs.
  • Reflect input from IT and some other business units in the development of this IT people strategy.

  Outcomes

  • HR can plan according to the IT people strategy.
  • There is increased likelihood that the correct number of employees with the required skills are at the required location.

  Metric

  Yes/No indicators re inclusion of LT, MT and ST needs regarding quantity, skill levels, and geographic location of employees in the IT people strategy.

• Practice

  Communicate all strategic decisions regarding the IT people strategy to employees in IT and some other business units using regular meetings and written communication.

  Outcome

  Employees have transparency regarding all strategic decisions and the impact of those decisions on the workforce.

  Metrics

  • Frequency of communication events regarding workforce strategy.
  • # of items that need to be communicated.

4Advanced

• Practice

  Establish a formal organization-wide process to align the IT people strategy with the global HR and IT strategies.

  Outcomes

  • The IT people strategy is aligned with the global HR and IT strategies.
  • The required number of employees with the required skills are available.

  Metric

  Frequency of formal alignment reviews.

• Practice

  Establish an organization-wide online portal with Q&A interfaces for bi-directional employee and organization-related communication.

  Outcomes

  • The Q&A interface enables questions to be answered related to strategic decisions.
  • Employees are well informed on all strategic workforce-related decisions.

  Metric

  # of questions answered via the Q&A interface.

5Optimized

• Practice

  Document the requirements of the annual IT people strategy (e.g. long-term needs regarding quantity, skill level, geographic location, demographic risk management), and agree the requirements with business ecosystem partners and global HR.

  Outcome

  Transparency regarding the requirements of the annual IT people strategy is achieved.

  Metric

  Frequency of formal meetings with other business units.

• Practice

  Reflect thought leadership and industry-wide influence in the IT people strategy.

  Outcome

  Best practice HR processes are ensured.

  Metric

  # of publications and rankings per year in which the organization is mentioned as a thought leader or as having industry-wide influence (comparative to industry norms).

• Practice

  Regularly review and improve the workforce strategy communication process (e.g. with employee surveys, Q&A feedback, input from the business ecosystem).

  Outcome

  There is transparency on the effectiveness of communication.

  Metric

  Frequency of reviews.