ICT JOB PROFILE SYSTEM

Simonetta Marangoni

CEPIS COUNCIL MEETINGAmsterdam – 25 November 2016

Human Resource & Organization

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EXECUTIVE SUMMARY

PROFESSIONAL SYSTEM

ICT Professional System was affected by obsolescence and it

was not perfectly in line with business needs

WHAT TO DO

It is mandatory to put in place change management initiatives

and upgrade our system to market standards

RESULTS

New ICT Job Role System based on international competencies

model and able to leverage organizational change

Competency Model and Job Profile can easily enable an integrated approach to HR

development and management strategy

3JOB PROFILES SYSTEM

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PEOPLE

■ Company Know-how Management by Skill Inventory

■ Training and development strategy and plans

■ Alignment between business scenario and company competencies

■ Job Profiles qualification and certification

■ Define company profiles model by setting target competency for each

professional role

■ Communicate people value proposition in terms of key competencies

(excellence required)

■ Give professional identity to people, both as a worker and as a

community member

COMPANY

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Optimizing organizational efficacy and

efficiency

«Right Person at the right place»

Increasing market recognition of

company job profiles

Developing centers of competency and

excellence “ academy” in order to have

learning and knowledge transfer savings

Efficacy and

Efficiency

Recognition

Competence

Center

JOB PROFILES SYSTEM

DELIVERY PATH (1/2)

SCOPE, OBJECTIVES & METHODOLOGY

• Needs, company past projects assessment (i.e. EUCIP)

• Selection of relevant competency framework

• Knowledge Transfer approach and internal project

sharing

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START UP & AWARENESS

• Set up a joint HR and ICT Dept. work group

• Awareness: 1 day of training on e-CF to HR and ICT dept.

stakeholders

• Scope and methodology Sharing

KNOWLEDGE TRANSFER

• Specific training session on e-CF and e-CF plus for 5 days to

the work group (HR and ICT)

DELIVERY PATH (2/2)

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BUILDING

• New Job Profile definition made by HR/ICT work group (8

days workshops in 2 months- elapsed time)

SHARING

• Presentation and sharing of the output to the Poste Italiane

Group ICT Head

COMMUNICATION

• Kick off event with all ICT managers, attending e-CF PM,

AICA and company top managers.

RUN

MANAGE

ENABLE

BUILDPLAN

Business

Information

Manager

Business

Analyst

Systems

Analyst

Systems

Architect

Developer

Web &

Multimedia

Specialist

Test

Specialist Network

Specialist

Service

Desk

Agent

Technical

Specialist

Chief

Information

Officer

ICT

Operation

Manager

Service

Manager

Quality

Assurance

Specialist

ICT

Security

ManagerProject

Manager

Account

Manager

ICT

Trainer

ICT

consultant

Enterprise

Architect

Database

Specialist

ICT

Security

Specialist

Systems

Administrator

ICT JOB PROFILES

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DELIVERABLE

Job Role

descriptionProfilo Nome del Profilo

Descrizione sintetica Breve e concisa descrizione del Profilo ICT specificato.

Missione Specifica il ruolo e il contesto lavorativo del job all’interno della

struttura organizzativa.

Deliverable Accountable

(A)

Responsible (R) Contributor (C)

Un Deliverable è il risultato di un’attività. I Profili possono

contribuire in diversi modi alla produzione di un Deliverable.

Viene indicato il livello di responsabilità – (A) garantisce, (R)

assicura, (C) contribuisce – assunto dal profilo sul deliverable.

Principali task

Elenco dei principali task attesi dal profilo.

Un task è un’azione svolta per raggiungere un risultato in un

contesto definito.

Competenze e-CF

assegnate

Elenco delle competenze distintive (tratte da e-CF) del profilo

I livelli identificano la seniority che il profilo può prevedere,

Il livello definisce in che modo viene praticata la competenza

assegnata.

Skills/Knowledge Lista dei knowledge e skills necessari (tratte da e-CFplus)

Area di applicazione

dei KPI

I KPI (Key Performance Indicators) individuano gli ambiti di

misurazione

Relazioni Indica i profili con cui si relaziona nello svolgimento della

propria missione

Handbook

ICT JOB PROFILES

Correlation

Matrix

Profile

Positioning

Development

Path

Skill Mapping

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Procurement and setting up of skill mapping tool

Pilot Phase

Manager

training

Self skill mapping Analysis &

reporting

Kick Off

June 6th 2015

Change

management

initiatives(development,

training, ect.)

Consolidation

Beta Test on 20 ICT

users

In house training

Target: executives and

middle management

(80)

ICT MANAGERS and

video supports for all

ICT personnel

Made by resource

coordinators

Engagement

Phase

All the project phases have been supported by HR/ICT work group

DEPLOYMENT ICT PROFILE SYSTEM

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SKILL MAPPING: TARGET

1.530

177

150

number of people involved

Review

ST

EP

03

Self skill mapping

ST

EP

02

Preparation

ST

EP

01

96% of the target

made mapping

98% of whom made

mapping accepted the

results

SKILL MAPPING

THE PROCESS

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Risorsa 1 Risorsa 2 Risorsa 3 Risorsa 4

Risorsa 5

SKILL MAPPING

RESULTS

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Recruitment and job rotation

Development politics and plans

Training paths for specific job profiles

Procurement

Continuos improvement

SKILL MAPPING

HR PROCESSES

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15

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JOINT WORK GROUP

Sergio RuffiniICT professionist

THANKS

marangonis@posteitaliane.it

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