By Nora Terrado
November 1, 2011

The information technology industry (IT) is a highly specialized area dominated by skilled professionals. With the rapid pace of developments in the business landscape, the industry has, more than ever, recognized the importance of effective human resource (HR) management.

Developing a talented pool of IT professionals is crucial in sustaining business competitiveness. This is the premise behind the Information Technology Skill Standards (ITSS) developed by the Information Technology Promotion Agency (IPA) of Japan.

According to IPA, the objective of ITSS is “to promote effective capital investment for HR development in the IT service industry by utilizing the index provided by the skill standards.”

The emergence of new technologies has redefined customers’ demands and needs. They now increasingly rely on IT services to create business value by streamlining business processes and ensuring service quality, underscoring the importance of standardized skills index in the business model.

As part of the model, ITSS also provides a training roadmap illustrating the set of trainings for IT professionals to acquire the required knowledge and skills of a job category. Gone are the days when IT professionals have a linear career path, from programmer to project leader.

Typically, IT professionals specialize early in their careers then develop expertise through work experience. One thing is certain: IT professionals within organizations constantly require training to become more agile in their field. However, many countries, including the Philippines, do not have an index to standardize skills and competencies.

ITSS can be used to evaluate existing skills versus market requirements. Establishing a set of key performance indicators (KPIs) can also help organizations to design their rewards and recognition programs, succession planning, and promotion. The model. IPA defines ITSS as “a set of systematic indices that clarify and systematize the skills needed for people working in the IT services industry.” It is a tool for HR development that organizes the IT services industry into 11 job categories and 35 specialty fields.

The ITSS model is based on ISO and JIS (Japanese Industrial Standards) and has three components: overview, career, and skill. Overview basically presents concepts of business performance and proficiency in assessing human abilities in a business context. Career framework outlines the indices of outcomes for a business. Skill, on the other hand, is regarded as one’s business capability.

The model’s principal targets are IT engineers with high level of business capability in organizations. In software development, an example of an outcome would be “performs planning, specification determination, design, and development of software products” or “performs consultation and makes proposals on business strategy related to software products” while responsibility may cover “functionality, and reliability of developed software products”.

The level assessment is based on the following KPIs: experience, business performance and professional contribution. The highest level in the ITSS is level 7. IPA describes individuals at this level as “world-class professionals with experience and business performance to lead advanced service development and commercialization with respect to the whole market.”

ITSS implementat ion. However, given the complexity of HR issues in the IT industry, ITSS will only be effective if grounded on a solid business strategy. The IPA emphasized that ITSS is not a set of rules or specifications; rather, it is a set of indices to share common understanding among various professionals engaged in HR development and training. Companies must align the ITSS model with business goals to maximize skills development, and HR teams need to clearly determine skill sets and trainings for their respective IT talent pool.

To successfully implement ITSS, the IPA recommends the following steps: 1) Business strategy planning, to identify company resources and investments; 2) HR strategy planning, to determine needed skills to achieve business strategies; and 3) HRD activity, to implement strategy and manage developments; and, 4) Business activity, to initiate the HR operation in the business.

Effective ITSS implementation ultimately depends on the company’s values, business strategies, and organizational requirements. Top management and cross-divisional commitment is also necessary to intensify the impact and benefits of this model.

The Philippine Software Industry Association (PSIA) is piloting the adaptation and implementation of ITSS in the country. Software development firms BlastAsia, Pointwest Technologies, and Tsukiden are spearheading this initiative. Filipino-owned and managed IT companies have consistently proven their capabilities in the global market. ITSS can serve as a roadmap for developing our IT professionals and technology firms and can be a gateway for our IT professionals to the rest of the world.

We at the PSIA are confident that local IT talents can definitely adhere, if not surpass these standards. ITSS adaptation in the Philippines is very timely and can support the rapid growth and expansion of our software development industry.

Possibly Related Posts:

• Philippine Local Outsourcing: Getting the Best of Both Worlds
• Developing a Strategic Perspective for IT-BPO Industry Development
• 5 Things You Need to Know About ‘Mobilising’ Your Business in 2012
• To Tweet or not to Tweet?
• My Kind of OFW

 Print This Post