Post on 18-Dec-2014
description
transcript
Vaidyanathan Ramalingam (Vaidya)Director Engineering (Test)
Huawei Technologies India Pvt. Ltd., Bangalore, INDIA
Systematic Competency Development Approach
for IT Professionals An implementation experience sharing
Key Note Speech
Key Note Coverage
• Competency Development - Problems & Challenges
• Competency Development Model - Concept & Big Picture
• Implementation Experience Sharing
• Key Note Conclusion
Huawei is a global telecommunications solutions provider with long-term partnerships with operators around the world. Huawei actively participates in 91 international standardization organization including ITU, 3GPP, 3GPP2, ETSI, IETF, OMA and IEEE. Huawei holds the world’s #1 position in PCT Patent applications (WIPO 2008) and is ranked among the top 3 in LTE essential patents. Huawei’s products and solutions have been deployed in over 100 countries and have served 45 of the world's top 50 telecom operators, as well as one third of the world's population.
Mr. Vaidyanathan Ramalingam (Vaidya) has >20 Years of experience, primarily in Software Testing with Fortune 100 companies, such as Motorola, Nortel Networks ODC, Siemens, Indus EDC, Intel, HP and Huawei (Present).He is Director Engineering (Test) in Central Research & Development Business Line @ Huawei R&D. He is Honorary Member in Federation of Karnataka Chambers of Commerce & Industry (FKCCI), established on 1916 by Bharat Ratna Sir M Visvesvaraya, which has representation in several Boards & Advisory Committees in Government and Institutions. He is also a member of IEEE, USA; Holds honorary editorial position in ISQT Newsletter- Software Testing and Technical Committee Member in STEP-AUTO Y2011 International Conference on Software Testing. Vaidya is qualified with M.Tech - IT and B.S. - Information Systems. He is interested to write a software testing book and do research in Competency Development & Software Testing.
The content of this conference presentation is non commercial and based on self experience, interpretations/view points. The data provided may not be full, accurate and latest. The intention is knowledge sharing & to promote the software testing.
www.huawei.com
Competency Development - Problems & Challenges (1 of 2)
No Systematic Competency Development Model / Approach
No single & uniform/consistent approach (across teams/organization; Y-o-Y)
Often assessment score/methodology/scope leads to subjectivity / dis-agreement
Individual development plans are not dynamic, multi-dimensional
and has no support framework to achieve
Poor adoption of relevant industry standards & best practices benchmarking
Often considered as short term / tactical instead of long-term & strategic!
Not Standardized Competency Assessment & Individual Development Framework
Poorly defined individual competency assessment & individual development focus
Non availability of single employees repository (system / database): competency score
development plans
Knowledge management repository
Synchronization between individual career aspirations & Org. requirements
Missing hierarchical & secured employee data base for workflow approach
Competency Development – Problems & Challenges (2 of 2)
Comprehensive, Sustainable & Evolving Competency Development Eco System
Competency profile (show case your competencies, experience & domain)
Skill inventory, Certifications, Awards & Patents/Ideas (show case your achievements)
Functional groups / Professional internal networking
(connections, skill search, info. exchange, posting questions/resolutions)
Collaboration framework (web 2.0): Blogs, Forums/Threads
Wiki (internal – organization specific encyclopedia that anyone can edit with moderation)
Artifacts repository (documents, audio, video files, Ref URL, and books)
Communication channel (chat, files upload, integrated email framework)
Potential Implementation ChallengesManagement support
budget
formal organization development focus (business plan)
Long term (strategic) & continuous focus on employees development
Participation from engineers/internal professional communitySincere attempt
Real interest for their own development (not only the company wants it)
Partial automation & many manual / Ad-hoc processno end to end & conceptually integrated framework
External vendor’s solutions does not cover all aspects
Internal solutions not scalable, comprehensive & consistent
Competency Development Model – Concept & Big Picture
Competency
Assessment
Framework
Proof based objective
assessment questions
Individual Score
(role/designation & goal)
Theoretical (academic) &
Practical capabilities
(business scope/results)
Score by Self &
SME’s authentication
Individual
Development
Framework
Individual Development by: (I) Self: study, hands-on,
certification, higher studies
(II) Org: work assignments,
mentorship, training, research
(III) Industry: forums, conf,
standard bodies, university
Short/medium/long term
dev. plans & measurement
Training
Management
Framework
Training requirements
Training administration
Feedback and continuous
Improvement
Results Analysis &
Strategy refinement
Leadership
Development
Framework
Mentorship & Grooming
Co-ownership assignment
Career aspiration based
Succession plan
Target & Potential based
(leadership pipeline)
Retention Management
Recruitment (rare skills)
Knowledge
Management
Framework
Collaboration tools (web 2.0): - Blogs
- Forums/Threads,
- Artifacts
- WIKI
- Websites / KM Portals
Knowledge Management Office
Employee
Networking
Framework
Enable employee credibility
showcasing for Professional &
Authentic internal networking: •Profile, Skill Inventory
•Certification
•Awards, Patents, Ideas, Papers
•FPG Connections
•Recommendations/Appreciations
•Communication channel
Drive: Individual &
SME (Subject Matter Expert) / Reporting
Supervisor
Drive:
Individual &Organization
Drive: Individual &
Internal Community
Implementation Experience Sharing
Systematic Competency Development Model / Approach Idea demonstration with Excel (Macro) based PoC, Pilot.
Web based platform implementation
Research & Industry References/Benchmark Continuous research & conceptualization (self patent pending)
Ref: People CMM Level 3 Process Area Threads (Comp. Analysis & Comp. Dev), SEI, USA
Ref: Swedish Standard, SS 62 40 70 (Comp. Management & System Requirements), Swedish Standards Institute
>2.5 years of implementation exp. & For different teams (test, dev, quality, info. dev etc)
Individual Competency Assessment (example: software test engineers) Skill Areas: Domain, Test Techniques, Test Automation, Scripting/Programming, Process
Sample Skills -per- Skill Area (as per project need); Test Techniques: applicable test techniques (example: boundary value analysis)
Hypothesis Based Testing (HBT); (Ref: STAG software)
Test Automation: QTP (GUI automation, HP) / RFT (GUI automation, IBM)
Model Based Testing - MBT (Ref: Conformiq / Ideabytes)
Script-less automation (Ref: Qualitia from Zensoft)
Assessment Question Framing: Fixed Alternative Questions, fact/result based, answer to have less ambiguity
Individual Competency Development Plan Type: Self driven, Org. based & Industry based; Objective/fact based Measurement
Duration: Short term (6 months); Medium term (1 year) & long term (> 1year)
Recommended Cycle of Competency Assessment: every 6 months
* Note: Product names, logos, brands, standard body/institute’s names & other trademarks referred within the presentation are the property of their respective trademark holders.
Key Note Conclusion
Business Values: Strategic organization development
Individual competency development
Employee retention
Efficiency improvement (S/w saves time and helps with data)
Knowledge retention
Competency development is a long journey
It is complex. Proper plan & execution will fetch results in phases
Needs dedicated focus, management support & employees’ interest
Concept / approach is important, not only the tools / software Always stick to the core principles & never compromise
Start with simple approach (excel/macro)
The key is actual competency development
Every company do have one or other model
Learn industry practices from conferences like STEP-AUTO and contribute/share in your company – Thanks in advance for your Test Community Service!
Knowledge Is PowerThank You!
Share your feedback & suggestions to: rvaidya67@hotmail.com
http://in.linkedin.com/in/rvaidya67