Phase 2: Define Core Skills

Skill specialisation is usually considered in terms of four conceptual concepts:

1.the field of knowledge required;

2.the tools and machinery used;

3.the materials worked on or with;

4.and the kinds of goods and services produced.

 

 

Key Activities

During this phase we need to perform the following critical activities:

  1. Conduct an analysis to identify and define the skills requirements of the organisation
  2. Analyse current skills and develop skills profile of the organisation
  3. Define training and development needs and establish priorities
  4. Develop a training and development plan

Level of resource pool skills management maturity

We use a skills framework to assist with skills analysis, but not all organisations have matured to the level of using skills frameworks with tools, thus limiting the impact it can have in the organisation.

Our Virtual Learning Management is based on the Moodle 3 platform that allows organisations to capture skills frameworks and learning paths for individuals. 

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Maturity Level 1: Easy to maintain Spreadsheet containing Basic Information (Name, Title, Project Role, Personal Knowledge)

Level 1 enables the organisation to calculate gross capacity and quantity of people allocated roles, but resource managers must be polled to find relevant resources.

 

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Maturity Level 2: Skills Database containing Qualifications, Technical Skills, Competencies, Experiences

Level 2 enables the drill down into resources profile to evaluate fit with requirement
Resource pool can be searched by criteria other than name to find resources who fit requirement.

 

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Maturity Level 3: Competency Framework for better quality pool management, sourcing and resource allocation

Level 3 enables the development of competencies beyond skills and training and also the use of the framework as an evaluation standard.

 

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The Skills Framework for the Information (SFIA) Guide is very useful in understanding how organisations can leverage information management resources. The SFIA framework is available online at https://www.sfia-online.org/en
The skills SFIA framework is focused on standardising roles in the organisations that are responsible or accountable for all aspects of information management.  
We are also using the SFIA in our examples due to completeness and relevance of the skills and the ease of use of using the skills within the organisation.
The Organising Framework for Occupations is the best example of how job families function and how jobs are grouped based on common characteristics.

 

The Organising Framework for Occupations (OFO)

The Organising Framework for Occupations (OFO) is a skills-based, coded classification system that captures all jobs in the form of occupations.

The classification of occupations is based on a combination of skills levels and skills specialisation which makes it easy to locate a specific occupation within the framework. 

For the purposes of identifying the OFO occupations, the following must be adhered to when identifying new occupational titles:

  1. A job is a set of tasks and duties carried out or meant to be carried out, by one person for a particular employer, including self-employment.
  2. An occupation is a set of jobs whose main tasks and duties are characterised by a high degree of similarity (skill specialisation).

 

SOURCE: GUIDELINES: ORGANISING FRAMEWORK FOR OCCUPATIONS (OFO) 2013