Competency Assessment and Development
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Competency Assessment and Development

Competency Assessment and Development

Article

 

For a successful digital transformation (DX) which brings changes to organization culture, there is an urgent need to have a comprehensive capability and competency development plan to equip people within the organisation with the ability to perform all the necessary tasks required with the relevant skills, knowledge, attitude, experiences and qualifications.

Digital Transformation (DX) through Enterprise Architecture

With the challenges and complexities posed by this digital era, the need to bridge the digital gap between strategies and executions has moved from being a “nice to have” to an “absolute necessity”.  With the adoption of Digital Transformation through Enterprise Architecture, an organisation must establish a connected digital ecosystem through orchestrating its activities across business, data, application and technology domains that will realise the strategies from a vision roadmap to digital solutions. The following diagram depicts a connected digital enterprise:

 

Competency Building Approach

Understand Business Vision and Strategy. Initially, it is vital to comprehend the business vision in determining the direction to conduct the TNA. The expected business outcomes are clarified in a way the training goals and appropriate methodology of implementing TNA can be planned.

Ensure Organisational Strategy and Competency Alignment. Based on the business vision and expected outcomes of the organisation that have been acknowledged, ideal behaviours of the desired competency are identified before current competency is evaluated in order to align the business strategic goals to the desired competency of the organisation.

Assess Individual Skills and Measure the Gaps. The current competency of every individual skill is evaluated in order to measure the gaps between current and desired competency. The current competency level evaluation will be conducted using online questionnaire that is prepared based on Iasa 5 Pillars and Specialization of ITABOK.

Build Capability Development Solutions. Capability development solutions are proposed based on the result obtained in previous stage. The trainings that are to be conducted as the capability development solution will be in accordance to the EA learning programme and paths of selected specialisations based on the gaps measured.

Conduct Training and Assessment. Trainings are conducted based on the selected learning paths to fill the competency gaps and will later be evaluated.

Review Results. The effectiveness of the training conducted is evaluated in order to assess the result against the desired competency.

IT Architecture Body of Knowledge (ITABoK)

The Skill Competency Assessment is based on the IT Architect Body of Knowledge (ITABoK) skillsets developed by Iasa – The Global IT Architect Association.  The ITABoK consists of 5 Pillars of Skillsets and 4 areas of Specializations.  It described the capability and skillset that are critical to drive a total digital transformation culture that can proactively steer and align the technology to support the business strategic goals.

 

The 5 Pillars defined by ITABoK are depicted below:

Skillsets required for each specialization are as follow:

 

Skill Competency Ratings

The scale captures a wide range of competency levels and organizes them into three levels; from “Knowledge”, “Experience” to “Mastery”.

 

Feel free to take this trial assessment and know your competency level

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