Managed Human Resource
Provide a structured approach to ensure optimal recruitment/acquisition, planning, evaluation and development of human resources (both internal and external).
Optimize human resources capabilities to meet enterprise objectives.
APO07.01 Acquire and maintain adequate and appropriate staffing.
Establish and maintain a method to manage and account for all I&Trelated costs, investments and depreciation as an integral part of the enterprise financial systems and accounts. Report using the enterprise’s financial measurement systems.
APO07.02 Identify key IT personnel.
Identify key IT personnel. Use knowledge capture (documentation), knowledge sharing, succession planning and staff backup to minimize reliance on a single individual performing a critical job function.
APO07.03 Maintain the skills and competencies of personnel.
Define and manage the skills and competencies required of personnel. Regularly verify that personnel have the competencies to fulfill their roles on the basis of their education, training and/or experience. Verify that these competencies are being maintained, using qualification and certification programs where appropriate. Provide employees with ongoing learning and opportunities to maintain their knowledge, skills and competencies at a level required to achieve enterprise goals.
APO07.04 Assess and recognize/reward employee job performance.
Conduct timely, regular performance evaluations against individual objectives derived from enterprise goals, established standards, specific job responsibilities, and the skills and competency framework. Implement a remuneration/recognition process that rewards successful attainment of performance goals.
APO07.05 Plan and track the usage of IT and business human
Understand and track the current and future demand for business and IT human resources with responsibilities for enterprise I&T. Identify shortfalls and provide input into sourcing plans, enterprise and IT recruitment processes, and business and IT recruitment processes.
APO07.06 Manage contract staff.
Ensure that consultants and contract personnel who support the enterprise with I&T skills know and comply with the organization’s policies and meet agreed contractual requirements.
Organisational capability development OCDV
The provision of leadership, advice and implementation support to assess organisational capabilities and to identify, prioritise and implement improvements. The selection, adoption and integration of appropriate industry frameworks and models to guide improvements. The systematic use of capability maturity assessments, metrics, process definition, process management, repeatability and the introduction of appropriate techniques, tools and enhanced skills. The delivery of an integrated people, process and technology solution to deliver improved organisational performance in line with organisation’s strategic plans and objectives. The scope of improvement is organisational but may also be highly focussed as necessary for example software development, systems development, project delivery or service improvement.
The overall resource management of the workforce to enable effective operation of the organisation. Provision of advice on any aspect of acquiring resources, including employees, consultants and contractors.
Performance management PEMT
The optimisation of performance of people, including determination of capabilities, integration into teams, allocation of tasks, direction, support, guidance, motivation, and management of performance.
Professional development PDSV
The facilitation of the professional development of individuals, including initiation, monitoring, review and validation of learning and development plans in line with organisational or business requirements. The counselling of participants in all relevant aspects of their continual professional development. The identification of appropriate learning/development resources. Liaison with internal and external training providers. The evaluation of the benefits of continual professional development activities.
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