Current maturity level | Examples of actions needed to reach target maturity level | Target Maturity level |
Level 0: Non-existent | Set the strategic context for professional IT HR management – link to business & IT strategic imperatives. Education and engagement of key stakeholders on the benefits of professional IT HR management and on the scope and benefits of SFIA. Creating a business case for change | Level 1: Performed Process |
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Level 1: Performed Process | Joint planning with owners of other CobiT processes. High level review of current IT HRM processes (using industry standard frameworks such as the PCMM) to identify areas of risk and also opportunities for capability development. Development of basic measures of effective IT HRM Resource planning and management. e.g. standard role profiles and common planning language. Use SFIA to support development of role profiles and a common planning language. Development of basic processes for performance management, induction, training & development, resourcing, recruitment and exit processes. | Level 2: Managed Process |
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Level 2: Managed Process | Develop IT HRM operational plan and an IT workforce plan. Develop standard career paths, learning catalogues and formal training plan. Agree organisational priorities for skills and knowledge development. Align individual development plans with organisational workforce objectives. Establish talent development programme approach to enable rotational programmes to expand technical and business management skills. Use SFIA to support skills assessment, skills planning, career paths and learning catalogues. | Level 3: Established Process |
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Level 3: Established Process | Establish communities of practice or equivalent management roles to own workforce development. Introduce standardised measures. Establish industry links to industry standards and forums. Maintain currency of skill definitions by following and contributing to on-going development of SFIA. Identify and implement career paths to support the strategic workforce plan. | Level 4: Predictable Process |
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Level 4: Predictable Process | Establish on-going IT HRM management processes linked to business and IT strategic and operational plans. Formal audits and reviews against industry best practice (e.g. People CMM) to establish consistency with best practice. Develop pro-active training programmes to support new technology standards & skills. | Level 5: Optimising Process |