Workforce Management and training up your IT staff

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In his post on training up your IT staff, Tonyso mentions the skills assessment offering for organizations.  The skills assessment will show you how to:

  • Analyze skill gaps throughout your organization
  • Design custom learning plans to boost productivity
  • Improve business productivity
  • Reduce support costs
  • Optimize the potential of your personnel

 

MOF Workforce Management (which is part of the basis for the skills assessment above) has the following as its goals:

Workforce management is concerned with ensuring that the correct level of staff is employed and maintained within the operational production environment in order to ensure that the stated business requirements are consistently met. To recruit and retain staff, the following needs should be considered:

  • The correct technical and non-technical skills sets are understood, developed, and retained to meet the SLA requirements within a set budget.
  • Attracting, developing, and retaining IT operations staff within an industry that has a high level of competition.
    • Attract, Develop, and Keep (ADK).
    • Best practices retention frameworks to help keep and develop staff.
    • Induction processes to familiarize new employees with company processes, teams, and support organization.
    • Job descriptions clarifying roles and responsibilities.
    • Regular assessment of current skill sets to ensure that the operational requirements are still being met.
      Planning for retention, measuring retention against set goals, and analyzing the cost of retaining staff against recruiting and training staff.
  • Establishing the reasons for unplanned absences and planning resource distribution for planned absences.
  • Workforce objectives that are in line with SLA objectives.
  • Workforce management ensures that external resource requirements are understood and integrated into the organization following the same processes as for permanent employees. That contract staff understand the goals and objectives of the organization.
  • Employing staff who fit the organization’s culture. Training, mentoring, certification, and career paths are continuously reviewed and implemented to meet the correct level of support.
  • Workforce management ensures that environmental factors are considered for employee comfort and retention. Workstations are ergonomically designed, noise factors are considered, and the correct tools are available to alleviate the level of stress among staff caused by the working environment.