ITSS Adoption & Operation

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สมาคมอตสาหกรรมเทคโนโลยสารสนเทศไทย สมาคมอตสาหกรรมเทคโนโลยสารสนเทศไทย สมาคมอตสาหกรรมเทคโนโลยสารสนเทศไทย สมาคมอตสาหกรรมเทคโนโลยสารสนเทศไทย

The Association of Thai ICT IndustryThe Association of Thai ICT IndustryThe Association of Thai ICT IndustryThe Association of Thai ICT Industry

March 1st, 2017

ITSS Adoption & Operation

Agenda

• About ITSS

• HRD Issues

• ITSS Adoption

• ITSS Components- Career Framework- KPI (Key Performance Indicator)- Skill Dictionary- Skill Proficiency- Training Roadmap

• ITSS Operation & HRD Plan

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About ITSSIT Skill Standard System (ITSS)IT Skill Standard System (ITSS)IT Skill Standard System (ITSS)IT Skill Standard System (ITSS)

• ITSS คอระบบการประเมนความสามารถ ทกษะความชานาญ เพ�อการพฒนาบคลากรดาน IT อยางเปนระบบ มมาตรฐาน และเปนรปธรรม

• หนวยงาน IPA ของญ�ป นไดพฒนาระบบ ITSS ข2น และสนบสนนใหผประกอบการดานซอฟตแวรของญ�ป นนาระบบน2มาใชในการประเมนความสามารถและพฒนาบคลากรดาน IT มาเปนเวลานานอยางตอเน�อง

• ในป 2013 IPA ไดแนะนาให ATCI รจกและนาระบบ ITSS มาใชในองคกรของผประกอบการดาน IT ของไทย โดยจด Seminar และ Workshop เพ�อใหความรและความเขาใจในการนาระบบ ITSS มาใชในองคกร

• IPA ไดคดเลอกบรษทไทยท�สนใจมาเปนบรษทนารอง (Pilot Company) เพ�อทดลองนาระบบ ITSS เขาไปใช โดยเฉพาะกบองคกรท�มบคคลากรดาน Professional Service เปนสวนใหญ ซ�งในระหวางป 2014 และ 2015 มบรษทท�สมครเขารวมเปน Pilot Company รวม 8 บรษท

ปญหาบคคลากรท�บรษทสวนใหญประสบอย

• Rapid expansion of Business for large projects

• Lack of needed skilled resources

• Not enough qualified candidates in IT market for needed job

• Unclear career path for employees

• No standard process to measure employees skill proficiency

• No proper process for employee skills development

• No appropriated training program for employees

• Etc.

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Objective to adopt ITSS

• เพ0อใหสามารถประเมนและตรวจสอบใหรถง ทกษะความชานาญและผลการปฏบตงานของบคคลากรของบรษทฯไดอยางเหมาะสม (To be able to evaluate and monitor company’s resources skill & performance)

• เพ0อจดทาแผนพฒนาบคคลากร ใหตอบสนองตอวตถประสงคทางธรกจของบรษทฯ (To develop HRD plan to serve company’s business objective)

• เพ0อจดทาเสนทางความกาวหนาในอาชพของพนกงานใหสนบสนนการเจรญเตบโตของบรษทฯ (To create career path (CP) for employee to support company growth)

• เพ0อพฒนาทกษะความชานาญของพนกงานใหสอดคลองตามความตองการของธรกจ (To improve employee skill in line with business need)

• เพ0อจงใจพนกงานใหพฒนาตนเองตามเสนทางความกาวหนาในอาชพทกาหนดไว (To motivate employee for self-development according to defined CP)

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ITSS Adoption Process • เร0มตนจากการทา Adoption Plan • วางแผน Career Path, Job Category และ Job Level ของทcงองคกร • กาหนดมาตรฐาน KPI และ Skill Proficiency ของแตละ Job • ทาการประเมน KPI และ Skill Proficiency ของพนกงานแตละคนเพ0อเปรยบเทยบกบ

มาตรฐานท0กาหนดไว • และจดทา Training Roadmap

KPI คอความสามารถและประสบการณท0จะทางานแตละ Job ประกอบดวย

Business Contribution (หนาท0รบผดชอบ - responsibility, ความซบซอนของงาน - complexity, ขนาดของโครงการ - project size) Professional Contribution (ส0งท0ชานาญเปนพเศษ - high specialty, การสบทอดทกษะความรความชานาญ - expertise succession, การฝกสอน coaching)

Skill Proficiency คอทกษะความชานาญท0จะสามารถทางานในแตละ Job ได ตวอยางเชน personal skill, technology skill, methodology skill, project management skill, business & industry skill.

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Adoption plan

Scope Dept.1 Dept.2 Dept.3 Dept.4 Dept.5 Dept.6

Phase 1 Selected parties ✔ ✔Phase 2 Fully applied ✔ ✔ ✔ ✔ ✔ ✔Scope

Project teamScheduleM1 M2 ・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・ Mn

K/O

Plan

Job category

Job Level・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・Assess

Evaluation

ITSS Consultant

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Implementation Project Team Formation

Steering

Committee

Project

Member

Project Owner

Project

Member

General

managerGeneral

managerProject

Member

Personnel dept User dept

- Review- Advice

- Authorization- Final decision- Funding

- Implementation leader- Project management- Resource management- Standardization

ITSS Consultant

xxxxx

xxxxxxx

- Implementation- Documentation- Assist project manager

- Education- Show practices- Recommendation- Support project manager/team

Project leader

ITSS Project Plan Jul Aug Sep Oct Nov Dec Jan Feb Mar

Plan ITSS adoption

ITSS Workshop 1 W1/1 W1/2

Define Career Framework & Job category

Define Job level


Define KPI

Define Skill proficiency


Assess KPI

Assess Skill proficiency

ITSS Evaluation

Analyze assessment result


Develop HRD Plan & Implement

Analysis & Evaluation

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Visit Duration Content Action By

#1 Jun - Jul

- Kick-off meeting

- Company introduction, Business and HRD strategy

- Issue and concern on HRD, Expectation to ITSS

- ITSS Overview

- Understanding of ITSS Component

- Understanding of Adoption/operation process

Consultant

#2 Aug - Sep

- Develop ITSS adoption plan

- Define Job category, Level

- Define KPI, Skill proficiency

- Case study

- Assess KPI, Skill proficiency

Consultant

#3 Oct - Nov

- Analyze assessment result

- Message by assessment

- Develop HRD plan

- Develop Career path plan

- Develop education plan

- MBO, Evaluation

Consultant

#4 Dec - Jan

- Prepare Activity summary report

- Prepare Pilot company activity report

- Hold Evaluation meeting with ATCI

- Hold Seminar/Workshop

- Plan activity for 2017

Consultant &

ITSS

Committee

Consultant Activities plan

Company Activity Plan

• Create CV Standard form • Interview PS employees• Define Career Framework• Define KPI and Skill Proficiency for each Career Path• Transform Input from CV form into KPI and Skill Proficiency form

• Employment Assessment of KPI & Skill Proficiency• Create As-Is HR Portfolio• On Going : Assessment of KPI & Skill Proficiency, • HRD Plan • HR Training & Skills Improvement

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CV Form 1.1CV Form 1.1CV Form 1.1CV Form 1.1

CURRICULUM VITAE Name: Name in Thai: Position: Company: Job Category Job Level Personal Details :

Sex:

Date of Birth: Mobile No.:

Home Phone No.:

Email:

Present Address:

Marital Status:

Language: Driving License: _ Yes _No

Education (Begin with Most Recent):

Institution Graduated

Year Degree Major/Faculty GPA

1.

2.

3.

4.

Training and Certifications (Begin with Most Recent):

Date Length of

Time Event/Session and Topic

Name of Company/Educational

Institution or in-house

• IT Training

• Professional Training

• Management Training

• Other Awards/Prizes

Professional Skills & Knowledge Regular Course

(Specify Institute)

Self-Learning

�

No. of Yrs/Mths

Experience

Skill Proficiency Graded by Employee

Skill Prof Confirmed by

MGR

IT Skills

• Languages :

�

• APIs/Tools:

�

• Networking:

�

• Database Tools:

�

• Platforms/Operating Systems:

�

• Applications:

�

Other Skills and Knowledge

IT Certifications

Rank 1 Has knowledge but never perform 1 Rank 2 Can perform with support 2 Rank 3 Can perform independently 3 Rank 4 Can perform and can teach others 4


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Working Experiences (Begin with Most Recent):

Date/Year Company Position Job Details

Project Name &

Your Role

Size of Project

Delivery Late or On time MB Team

Member

Overseas Business Trips/Overseas Internship Trainee (Begin with Most Recent):

Date Length of Time

Event/Session and Topic Name of Company

Special Abilities:

Interested Activities:

References:

Name -Surname Occupation/

Position Address Phone No.

Job

Urgent Case


ITSS ComponentsITSS ComponentsITSS ComponentsITSS Components

• Career Framework

• KPI

• Skill Proficiency

• Skill Dictionary

• Training Roadmap

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Career framework

ตวอยาง Career Framework ของบรษทซอฟตแวรขนาดเลก

Job Categories So�ware Project Consulting

Specialty Fields

Deve

lopment

Pro

duct

Support

QA/T

este

r

BA/SA

Pro

ject

Manage

r

Pro

duct

Consu

lt

　Busin

ess

Consu

lt

Level 7 (JC17)

Level 6 (JC15-16)

Level 5 (JC13-14)

Level 4 (JC11-12)

Level 3 (JC9-10)

Level 2 (JC8-9)

Level 1 (JC6-7)

Software

Technology

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Sample of Key Performance Indicator/Business contribution Name :

Job catetory ◆◆◆◆Software Technology (Development, Product Support)

Team size

Task

Team

Project

(Task,T

eam

,Tim

e,Cost)

work u

nder clo

se su

pport

(need gu

ide)

work in

dependently

supervise

team

could m

anage

project,

team

s and re

source

s

S ( <

1M

)

SM

( 1 - 2

.5M

)

M

(2.5

- 5M

)

M

L (5 - 1

0M

)

L (>

10

M)

on

line

or b

atch

Missio

n C

ritical (24

x7, e

tc.)

Nu

mb

er o

f Inte

rface

Nu

mb

er o

f Use

r

Mu

lti Platfo

rm, D

atabase

Mu

lti site

A n

um

be

r of

de

velo

pm

en

t team

me

mb

ers d

urin

g

pe

ak pe

riod

s

4 (JC11-JC12) X X X X X X 5 3 2 1 O X >50 >100 X X > 5

3 (JC9-JC10) X X X X 5 3 2 O X >10 <100 X X < 5

2 (JC8-JC9) X X O >5 <10 X -

1 (JC6-JC7) X B <5 -

Level

I

T

S

S

L

e

v

e

l

Business contribution

Project Exp.

(value)System ComplexityAbilityResponsibility

ตวอยาง KPI ของ Job ท=เปน Developer และ Product Support

ตวอยาง KPI ของ Job ท=เปน Project ManagerSample of Key Performance Indicator/Business contribution

Job catetoryProject Management (PM)

Team

size

Ta

sk

Te

am

Pro

ject

(Ta

sk,T

ea

m,T

ime

,Co

st)

wo

rk u

nd

er clo

se

sup

po

rt (ne

ed

gu

ide

)

wo

rk in

de

pe

nd

en

tly

sup

ervise

tea

m

cou

ld m

an

ag

e p

roje

ct,

tea

ms a

nd

reso

urce

s

S

( < 1

M)

S

M( 1

- 2.5

M)

M

(2.5

- 5M

)

M

L (5 - 1

0M

)

L (>

10

M)

on

line

or b

atch

Missio

n C

ritical (2

4x7

, etc.)

Nu

mb

er o

f Use

r

Mu

lti Pla

tform

, Da

tab

ase

Mu

lti site

6 (15-16) X X X X X X 4 3 2 O/B X >100 X X >20

5 (13-14) X X X X X X 3 2 1 O/B X >50 X X >10

4 (11-12) X X X X X X 3 2 1 O/B X <50 X X >5

3 (9-10) X X X X X X 4 2 1 O/B X <20 X <5

I

T

S

S

L

e

v

e

l

Business contribution

Responsibility Ability

Project Exp.

(value)

Project (System)

Complexity

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รายละเอยดของ Project Project Project Project ท�เคยมประสบการณ แนบทาย KPI FormKPI FormKPI FormKPI Form

Project Detail

Project Name Finish Team sizeProject Exp. System ComplexityTaskStart

ตวอยาง KPI ของ Job Category : Software Project : Project Manager

<ใส link document ท0เปน KPI>

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BUSINESSS CONTRIBUTION

� RESPONSIBILITY

Project Manager

� Contribution to MST’s revenue (manage project on Time, cost and Scope)

� Achieve personal and team Utilization Target (resource management against project

scope and cost)

� Client insight to enable most appropriate business solutions (customers satisfaction and

stakeholder management)

� Support for cross-brand sales efforts through technical leadership

� Technical leadership and support for proposal development (proposal management)

� Management of client expectations and results (quality management)

� Awareness of Delivery Excellence disciplines

� Manage teamwork across project team and with clients (stakeholder management)

� Encourage team to understanding and usage of MST methodology (project management

process)

� Manage project with timeliness and quality of client deliverables

� Manage project to achieve of client SLA/KPI

� Delivery excellence that Lead of development team performance of achieving project

success 2 times of more (At least one project must meet the complexity and size of

level4, and others can be of the level 3 or above)

� Manage project with proactive identification of issues, risk, and scope

� ABILITY

� Manage of project, teams and resources (team is performing)

� Perform supervise team (coaching, lead)

� Perform work independently (explain what type of work that you can work without

support from senior)

� Perform work under close support (explain what type of work that you need support from

senior)

KPI Form 1.1

� PROJECT EXPERIENCED (VALUE) and TEAM SIZE

� Has experience and performance of achieving success in application development

projects (develop team with 3 or more persons during peak period)

� Has experience and performance of achieving success in project values either one of the

following size :

Project values size Project value range (Baht) Project Experienced

(How many project?)

Small 1 million

Small-Medium 1-2.5 millions

Medium 2.5-5 millions

Medium-Large 5-10 millions

Large >10 millions

� PROJECT (SYSTEM) COMPLEXITY

� Perform project more than 1 project as same period (multi site)

� Perform multi platform, database

� Could perform number of user (specific number of user has been perform)

� Could perform number of interface (specific number of interface)

� Perform on critical mission (such as 24x7, severity1)

� Perform online or batch work

KPI Form 1.2

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PROFESSIONAL CONTRIBUTION

� HIGH SPECIALTY FIELD

� Management of cost, schedule, and risk for installation and utilization of application

package and related application parts

� Management of stakeholders such as team, clients, etc.

� Deliver Excellence (on time, on budget and quality)

� EXPERTISE SUCCESSION

� Activities in professional community such as academic society and committee

� Participate Giveback, Mentor or Knowledge Sharing Program

� Publication of a book

� Publication of a paper outside the company

� Publication of a paper within the company

� Instructor outside the company

� Filing of a patent application

� Update of CV in CV Wizard on project end or every 3 months

� Update Skills Assessment in Skill Proficiency Assessment Sheet at least one a year

� PEOPLE LEADERSHIP

� Formal and informal feedback to other employees

� Development of skills and capabilities of others

� Motivation of others through leading by example

� Effective communication with others

� Build Team morale

KPI Form 2.1

DEVELOPMENT GOALS

(Add one or two development goals to meet your business goals for this assessment period)

• Certify one of your job skill (such as PMP certify for Project Manager, CMMI, Cisco, etc.)

• Volunteer to take up new challenges to broaden your skill-set and capabilities

• Identify and work on new or expanded area of specialization or knowledge

• Specific Development Goals (develop your career path)

• enter development goal 1 here

• enter development goal 2 here

KPI Form 2.2

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ตวอยาง Skill ProficiencyPersonal Leadership

Communication

Negotiation

Customer Interaction (client mgmt.)

Commitment

Technology based on MST Product

Related Technology

Methodology SDLC (Software Development Life Cycle)

STLC (Software Testing Life Cycle)

Software Quality Process

ISO Quality Management

Project Mgmt Project Approach

Project Estimation, Project Planning

Project Execution

Project Monitor & control

Business/Industry Financial Services Industry

Enterprises

Manufacturing

R1 มความร แตไมเคยทา

R2 พอทาไดแตตองมคนชวย

R3 ทาไดเอง ไมตองมคนชวย

R4 มความร ทาไดเอง และ สามารถสอนผ อ)นได

ตวอยาง Skill Proficiency Assessment Sheet

<ใส link ท0เปน excel sheet ของ Skill Proficiency Assessment Sheet>

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Department : ____________________________________

Job category : Software Project

Project :________________________________________

Total Point

Skill

categoryKnowledge Item (Middle Item) Knowledge Item (Minor Item)

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หลกพcนฐานของการเปนหวหนางานFundamentals and Principles of Leadership

การทางานเปนทม และการส0อสารTeamwork and Communication




การถายทอดขาวสารขอมลInformation Transfer

การอธบายวธการทางานUtilization and Practice of Communication Techniques

รจกวธการเจรจาตอรองUtilization and Practice of Negotiation Process

การเจรจาตอรองอยางมประสทธภาพUtilization and Practice of Effective Negotiation Techniques

การกาหนดวตถประสงคObjectives Setting

มแนวทางในการแกไขปญหาUtilization and Practice of Problem Solving Techniques

แนะนา และชcแจงโครงสรางทมงานท0ตดตอประสานงานวธการตดตอประสานงานขอบเขตงานตามขอตกลง (ผลตภณฑและบรการ)

กระบวนการการทางาน และเง0อนไขในการใหบรการตอตนเอง (Self)

ตองานท0รบผดชอบ (Task)

ตอผรวมงาน (People)

ตอองคกร (Organization)

ตอคคา (Business Partners) - Customer and Supplier

Job Role :_________________________________

Job Level :___________________________________

QA

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Staff Name :_________________________________ Software Project

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Personal

ภาวะการเปนหวหนางานLeadership

การส0อสาร2 ways communication

การเจรจาตอรองNegotiation

Customer Interaction

Commitment

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Integration Solutions (XPI, XPA, APX)

Cyber Fraud and Risk Mgnt. (Intellinx, etc.)

ISO&SHE

Business Intelligence (SAP-BO)

DB (PVSW)

Language (XPA, .Net, Java, PHP, etc.)

API / Tools

Platform / OS (Windows, Linux, AS/400, iOs, Androids, etc.)

Database (Oracle, MS-SQL, MySQL, etc.)

Network

Security

ERP (SAP, BPCS, etc.)

Core Application (Banking, Insurance, etc.)

SDLC (Software Development Life Cycle)

Agile Development

Unit Integration Test

System Integration Test

User Acceptance Test

Regression Test

Performance Test

Quality Process MST Quality Process

ISO Quality Management ISO90001

Project Approach

Project Estimation

Project Planning

Project Execution

Project Monitor & Control

Enterprise Fraud (Internal/Transaction, etc.)

Banking App. (Core Bank, ATM, Mobile, Internet, FRC, FX, etc.)

AML

Regulation /Compliance

Insurance App. (Policy Insurance, Claim, etc.)

Core ERP (SAP, BPCS, MOVEX, etc.)

ISO

Core ERP (SAP, BPCS, MOVEX, etc.)

MFG App. (Machine Maintenance, etc.)

ISO

Job Role :_________________________________

Job Level :___________________________________

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Staff Name :_________________________________ Software Project

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l 4 -

JC

11

-12

)

Le

ve

l 3

- J

C9

-10

)

Le

ve

l 4 -

JC

11

-12

)

00 0 0 0

Job category

Technology

Based on MST Products

Related Technology

Methodology

Software Development Process

Software Testing Process

0 0 0

Project Mgmt.

Business / Industry

Financial Services and Insurance

Enterprises

Manufacturing

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16

31

Process

Assessment process

① ② ③ ④ ⑤⑥⑦

Personnel

Manager

2nd line MGR

Executive board review

Employeet

Assess in each company(Forward by cycle)

ITEE

การวางแผนพฒนาทกษะพนกงานใหสอดคลองความตองการของธรกจ1. รวบรวมขอมลและแผนงานตางๆท �งหมด เพ�อนามาวเคราะหลกษณะงานท �งหมด

Collect all information and analyze assessment result

2. นาลกษณะงานน �น เพ�อทาการกาหนดทกษะความชานาญทมงาน

Use this information to define skill proficiency of each team

3. ประเมนความสามารถของพนกงานท�มอย วาอยในระดบไหนตามระดบความสามารถ

Access the skill proficiency by following ranks :

• Rank 0 No knowledge/experience ไมมความร/ไมมประสบการณ• Rank 1 Knowledge from received training -มความรจากการเรยนหรออบรม• Rank 2 Can implement with support - ทางานไดแตตองไดรบความชวยเหลอ• Rank 3 Can implement independently - ทางานไดดวยตวเองไมตองชวยเหลอ• Rank 4 Can give guidance to others - สามารถใหคาแนะนาและสอนคนอ�นได

4. พฒนาทกษะความชานาญของพนกงาน เพ�อรองรบลกษณะงาน

Develop employees’ skill to support their jobs

09/03/60

17

HR Development Plan

• ตวอยางการปรบเปล)ยนและพฒนาสายวชาชพ

As-Is Human Resources Portfolio

Job Categories Consulting

Specialty Fields

De

velo

pm

en

t

Pro

du

ct

Sup

po

rt

QA

/Te

ster

BA

/SA

Pro

ject

Ma

na

ge

r

Pro

du

ct

Co

nsu

lt

　B

usin

ess

Co

nsu

lt

Level 7 (JC17)

Level 6 (JC15-16) 1 1 1

Level 5 (JC13-14) 1 1

Level 4 (JC11-12) 1 2 1 1

Level 3 (JC9-10) 4 3 3 1

Level 2 (JC8-9) 4 2 1

Level 1 (JC6-7) 7 1 6

Total 16 8 11 1 3 2 1

42

Software

Technolog So�ware Project

09/03/60

18

Developer

Tester

Prod.Support

Level 1Sr.Developer

Sr.Tester

Sr.PS

Level 2(Senior) Ass.Proj.Mgr.

BA / SA

Dev. TL

Tester TL

PS TL

Level 3(Assistant Mgr.

/ Team Leader) Consultant

Project Mgr.

BA/SA Mgr.

Dev. Mgr.

Test Mgr.

PS Mgr.

Level 4(Manager)

Sr. Consultant

Sr. Project Mgr.

Sr. BA/SA Mgr.

Sr. Dev. Mgr.

Sr. Test Mgr.

Sr. PS Mgr.

Level 5

(Senior Manager)

Consulting Dir.

Project Dir.

Level 6

(Director)

Level 7

(Executive)

Career Path Development

Development / Tester / Product Support

Business Analyst / System Analyst

Project Manager

Consulting

Job Category & Job Role & Skill Groups

Consu

lting

Softw

are Project

Softw

are Te

chnology

Business Consult, Product Consult

BA, SA / QA, Tester / Project Manager

Development, Product Support

Kn

ow

led

ge

& S

kill Ite

m

Product Areas

SH

E M

gt.

E-S

MA

RT

ISO

Inte

llinx

Ap

plin

x

Ma

gic

XP

A

Ma

gic

XP

I

Project ManagementPerforms proposal, launch, planning, execution, monitoring and controlling, and closing of a project

Development / Product Support

Java/J2EE, .Net, XML, Oracle, SQL, SAP, ERP, etc., Products knowledge

QA & Test

Draft quality assurance policies and procedures, implement quality assurance

standards, plan, conduct and monitor testing and inspection of materials and

products to ensure finished product quality

Test Services (Test Automation, Functional, Performance)

BA & SA

Organizational Analyst as analysts are involved in identifying problems, needs, and

opportunities for improvement at all levels of an organization

Business consult & Product consult

by implementing the counseling, proposal and advice for customer’s mgmt.

strategies and IT strategy formulation by use of knowledge and consulting

methodology

09/03/60

19

37

Standard career pathキャリアキャリアキャリアキャリアキャリアキャリアキャリアキャリアキャリア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 upCareer up

Career changeCareer change

Personnel Evaluation

Capability

Performance

Input

Career system

Refer to

Refer to/utilization

- 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

Process, Implement HRD

All Rights Reserved, Copyright©IPA2012

38

Contents of Training Roadmap

Item Contents

Technology technical skill necessary for conducting business.(latest technique trend, development technique, programming technique etc)

Methodology method, methodology and solution technique necessary for business

Project Management

skill necessary for conducting project .The factor of Project Management is necessary for job category other than PM. It

includes PMBOK.

Business/Industry

knowledge which engineers should know in their job category and specialty field event, industry trend, law and rule specialized for the

industry

Personal Soft skill necessary for conducting business (Leadership, communication, negotiation skill)

5 parts of knowledge

09/03/60

20


ตวอยาง Input, Training Roadmap

40

Name DateDept 1111 2222 3333 4444 5555 6666 7777Year 2017Year 2014 Year 2016Year 2012（Current） Year 2013Current jobcategory Level 2Objective forthis fiscalyear Level 3Preferencetransfer Y　・　N Preferencejob category

YAMADA TAROApplication specialistAction planActual performance

Solution developmentMarketingJob categoryJob categoryJob categoryJob category 04/21/12Application specialistApplication specialistSoftware developmentCustomer serviceIT service managementEducation

SalesConsultantIT architectProject managementＩＴ Specialist LEVELLEVELLEVELLEVELJob category/

Specialty field

Current J/C

Objective

Action plan

Performance

Transfer request

Use the form to plan level-up and career change along with a target

achievement timeframe based on the current job category and level.

Create an action plan to

implement the career plan in the early stages of the timeframe.

Enter the actual accomplishments

to implement the career plan at

fixed intervals.

Output, Career path sheet L-21


09/03/60

21

41

Job category Sales APS PM ・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・・ Administrative

staff

Pro

fessio

nal/te

ch

nic

al

：：：：：：：：5

4

3１、１、１、１、2

General training

Management training

Training for new graduate recruits

Technical training (stratified)Sales training

Training on basic technical proficiency

Training for mid-career recruits

Administrative

training

Training for experienced personnel

Seminars and workshops

Manager training

Training roadmap

Output, Education/training mapping

Example


HR and HRD issue

* Example- 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 employeedoes not know the content of program

- There is no record who and which educationemployees took

- Who decide skill level of employee - Skill and Salary

09/03/60

22

HRD issue, then ITSS adoption

GraspSkill level

Improve・・・・HRD system・・・・Career path・・・・Evaluation

Improve・・・・Morale・・・・Loyalty・・・・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）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）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）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）テクノロジテクノロジテクノロジテクノロジメソドロジメソドロジメソドロジメソドロジプロジェクトプロジェクトプロジェクトプロジェクトマネジメントマネジメントマネジメントマネジメントビジネス/ビジネス/ビジネス/ビジネス/インダストリインダストリインダストリインダストリパーソナルパーソナルパーソナルパーソナル未経験未経験未経験未経験レベルレベルレベルレベルエントリレベルエントリレベルエントリレベルエントリレベルミドルレベルミドルレベルミドルレベルミドルレベルハイレベルハイレベルハイレベルハイレベルレベル１レベル１レベル１レベル１レベル２レベル２レベル２レベル２レベル３レベル３レベル３レベル３レベル４レベル４レベル４レベル４レベル５レベル５レベル５レベル５レベル６レベル６レベル６レベル６レベル７レベル７レベル７レベル７プロジェクトマネジメント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プロジェクトマネジメント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マネジメント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マネジメントプロジェクト統合マネジメント－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プロジェクト統合マネジメント－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マネジメントプロジェクト統合マネジメント－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・・・・No 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

Employeesatisfaction

Business Contribution

44

ITSS Level description

Result as a member of

an organization

Result as a member of

the industry

I can teach

it

It is possible by an

own effort entirely

At constant

degreeIf there is it, it is

an own effort

I attend

and have it

I am recognized in

an office

I am recognized in

a market

A shadow to

a market

I contribute

to an office

I lead the

industry

Business, technology,

methodology

I lead you

(creation)

I contribute to

the industry

Sphere of business (a

project)An o

lead

I carry it out with

guidance

Level 7Level 6Level 5

Result as an

individual

Under the

guidanceIt is

possible

It is worked on a demand

Achievement of no

Discovery of an on-the-job problem,

solution are possible (practical use)

Value

creation

Contri

bution

Level 4Level 3Level 2Level 1

Results as a member of an organization

as a member of the industry

Guides subordinates

Practices by him/her self

Able to ….a part of assignment without

supervisor's assistance

Recognized in the company

Recognized in the market

influence to the market

Contribute to

the company

Lead the

industry

Lead (creation) business, technology and

methodology

Contribute to

the industry

Lead in the scope of work

(project)

Carry out under the

guidance

Level 7Level 6Level 5

Results as an individual

Able to…under

the guidance

Achievement

of required works

Able to find out and resolve a problem on-the-job problem

(utilization)

Contribution for value

creation

Level 4Level 3Level 2Level 1level

Assessment range

Assessment object

7 Levels based on the ability and business results of Individuals

09/03/60

23

ITSS & HR Plan

Thank You

Documents

ITSS Adoption & Operation