A Technical Competency-Based Assessment that Serves a Better Career Path
A large financial institution with hundreds branches all over Indonesia relies on IT division to support their core services. Having a strong technology service-related vision for the year ahead, this division should own complete IT skill sets. It also needs to be enhanced in the area of business process, IT infrastructure, and IT security. BINUS Creates in collaboration with BINUS University, School of Information System and BINUS IT Division helped them in designing and implementing a methodology that adheres to competency-based assessment.
A powerful assessment tool measuring competencies of several core technologies was developed. Once an employee took a test, his technical strengths and weaknesses was profiled comprehensively. Unexpectedly, these instruments became guidance for business leaders while revising job fulfillment, IT career path and IT development plans
Technology is always related to many software and hardware demanding specific expertise. In order to fulfill those proficiencies whereby at the end will improve efficiency in their operations, Human Resource division needs to make an IT employee skill map which usually based on several instruments such as job description and working instructions. Deciding points that will be involved to define key behaviors or performance criteria to be assessed was one of the challenges. Furthermore having less knowledge of IT terminologies, HR division is usually blurred by IT division requirements which confound current and ideal condition. This multi-dimension condition led to difficulties in detailing competencies and in developing map of job position versus the list of competencies.
How we helped
BINUS Creates helped the organization to translate broad evidences into specific groups of knowledge that is called “unit competency”. To understand how critical aspects for assessment and evidence demonstrate competency in this unit, a deep analysis of existing job description and working instructions was done. Combined with IT service target and specific core technologies, a range of assessment method was chosen to assess practical skills and knowledge. Beside methods, dimensions of competency revealing ways of working and mindset of an employee were also selected.
To doing so, an execution was done by developing appropriate assessment tools to the specific assessment contexts, doing trial assessment to gather evidences, and organizing an online test which can generate score directly right after getting confirmation from the client. Later these scores were combined with practical assessment done in the workstation. All scores were analyzed based on unit competency. Lastly, a personal feedback per employee was established through a detail profile.
The assessment truly brings good impact to both company and the employees. The result helps business leader in mapping the IT team into generalists and specialists. Moreover, it also guides HR organization development team in mapping training plans so that an IS business analyst or programmer or database specialist, etc. can improve their skill specifically based on unit competencies that are less. To employees, several new positions were created for these technical employees; they would have a special career path because of their technical expertise.