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Representative POMs are described for Development at each level of maturity.

1Initial

• Practice

  Rely on the best endeavours of available personnel.

• Practice

  Provide initial training.

  Outcome

  Initial development of employee skills is possible through provision of some training.

  Metric

  # of training days per employee per specified time interval.

2Basic

• Practice

  Encourage IT line managers to identify employee development needs as part of their daily work.

  Outcome

  There is local evaluation of development needs.

  Metric

  % of employees for which development needs are formally documented.

• Practice

  Introduce a basic training catalogue for employees within the IT function.

  Outcome

  The general training of employees is directed via a training catalogue.

  Metric

  # of training days per employee per specified time interval.

• Practice

  Provide basic mentoring and coaching to employees within the IT function.

  Outcome

  Basic mentoring and coaching supports the development of some employees.

  Metrics

  • % of employees who are in a mentoring programme.
  • % of employees who are in a coaching programme.

3Intermediate

• Practice

  Introduce a standardized process in IT and some other business units for identifying training needs based on the definition of job families and the evaluation process.

  Outcome

  Development needs of employees, including high-potential employees, are identified consistently.

  Metric

  % of employees for which development needs are formally documented.

• Practice

  Tailor the training offered to address the requirements of high-potential employees in IT and some other business units who are following specific career paths.

  Outcome

  Training for high-potential employees is focused on their specific requirements.

  Metric

  % of training programmes for high-potential employees (as compared to total # of training programmes).

• Practice

  Establish a mentoring programme and ensure that coaching needs are identified via a standardized process in IT and some other business units.

  Outcome

  Mentoring and coaching support employees' development.

  Metrics

  • % of employees who are in a mentoring programme.
  • % of employees who are in a coaching programme.

4Advanced

• Practice

  Hold regular discussions with employees organization-wide to assess training needs identified by them.

  Outcome

  Training needs are identified and agreed on by the employer and employee.

  Metric

  # of meetings per employee per specified time interval.

• Practice

  Tailor the training catalogue based on job family definitions, and make it available organization-wide.

  Outcome

  Employees are trained according to their job family needs.

  Metric

  # of training courses per job family.

• Practice

  Regularly evaluate the effectiveness of mentoring and coaching programmes organization-wide and adapt the programmes as needed.

  Outcome

  An effective and transparent mentoring and coaching programme supports employee development.

  Metrics

  • % of employees who are in a mentoring programme.
  • % of employees who are in a coaching programme.
  • Frequency of reviews.

5Optimized

• Practices

  • Identify gaps between future skills required for IT professionals and the existing skills of staff, and adjust the training of employees to minimize potential gaps.
  • Reflect input from business ecosystem partners in the process.

  Outcome

  The development identification process is aligned with the IT people strategy.

  Metrics

  • # of formal analyses of skill gaps.
  • # of revisions to the training catalogue per specified time interval.

• Practices

  • Monitor trends in the skill sets of newly hired employees and the changing future skill requirements for IT employees.
  • Reflect input from business ecosystem partners in the process.

  Outcome

  There is transparency on long-term training needs.

  Metric

  Frequency of employee surveys.

• Practice

  Adjust the training catalogue as required to reflect trends in skills sets.

  Outcome

  Long-term training needs are satisfied via the training catalogue.

  Metric

  # of revisions to the training catalogue per specified time interval.

• Practice

  Evaluate mentoring and coaching programmes against the programmes of competitors.

  Outcome

  Implementation of best practice processes is ensured.

  Metric

  # of competitors' programmes reviewed per specified time interval.