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More than the sum of its parts

Without a set of standards and a common approach to skills and competencies, we end up with a range of differing perspectives from which we view an organisation or an individual and where alignment between the needs of the organisation and the capabilities of its team does or does not exist.

A key benefit of SFIA is that it does not confuse competence with process or technology.

Regardless of rapid changing technology, the structure of the SFIA framework will still provide a practical approach to understanding what capabilities exist and an understanding of what capabilities are desired to provide the most effective outcomes.

The synergy of using the framework to identify and assess one perspective of where you are, coupled with the perspective of where you want to be, becomes something more than either perspective on its own – the benefit of adding both perspectives together is that it forms a powerful tool that becomes something greater as a whole.

Skills management with SFIA

For the individual professional

For the IT Manager, Human Resources, Recruitment specialist – and the organisation

The process 

  • Assessment – ‘Which skills do I have now?’
  • Roles and Jobs – ‘Which skills do I need?’
  • Analysis - ‘Do I have the right skills at the correct level?’
  • Learning and Development – ‘How do I achieve my goals?’
  • Define what we need and assess what we have now
  • Recruit, develop and retain people with the skills we need to achieve desired outcomes
  • Analysis - ‘Do we have the right skills at the correct level?’
  • Reduce project and operational risk

The benefits

  • The ability to determine your current skills profile and identify your strengths against global standards
  • A way to plan and recognise the areas to develop your skills to help achieve your goals and plan your career
  • Improve staff retention and targeted recruitment. Identify gaps with skills matching. Improve staff value.
  • Understand your current capability and plan future campaigns. Reduce IT project risk, standardise job roles, plan succession.