Development
Manage training and education programmes, developmental job assignments, mentoring, and coaching.
Improvement Planning
Practices-Outcomes-Metrics (POM)
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.