Outcomes
As a result of successful implementation of this process:
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An appropriately skilled and motivated workforce is attracted and retained
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Staffing and skills meet needs of the business, including required technical and business skills, both on a
day-to-day basis and over time
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Compliance with all workforce-related legal and regulatory requirements and with corporate practices is ensured
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A succession strategy for leadership and critical skills is enabled
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Workforce management information is provided to support informed decision making on sourcing strategy
Scope
Any aspect of managing the human resources available and necessary for the IT endeavor to fulfill its obligations,
including workload, skills, and personnel.
Includes
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Acquiring, hiring, retaining, developing, firing, retiring
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Introducing and orienting new resources to the workplace
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Skills management
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Workforce management, including capacity planning and forecasts
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Work and job design, including roles and responsibilities
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Skills development and training
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Performance evaluation
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Employee communications
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Workforce task management.
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The execution of corporate human resources (HR) activities in relation to the IT workforce
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Representing human resource issues relating to the IT workforce to corporate HR
Excludes
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Establishing corporate HR policies and their deployment beyond IT
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Setting overall budgets for workforce
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Payroll and benefits administration
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HR systems (part of Portfolio Management and Solution Development and Deployment, in support of the business'
HR processes)
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Managing the workforce of service providers
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Setting sourcing strategy.
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