HOW TO USE THE BIICF

BIICF outlines the competencies both technical and soft skills that are essential to effective performance in the ICT roles. The framework can be used as the basis of ICT talent management processes and provides a common reference for the ICT professionals in performing their daily tasks, and identifying specific competencies needed to perform the tasks or role. This will help to strengthen the capability of the organisation.

BIICF defines the range of skills and competencies that the ICT professionals needs to have to perform their tasks effectively. It is a guide to assess the knowledge and skills needed for current and future ICT roles as well as the competencies that ICT professionals need to enhance their careers and to create and preserve value for their organisation. Ultimately as depicted in the diagram, the competency framework is essential for holistic workforce management.

STRUCTIRE AND COMPONENTS OF THE BIICF

BIICF consists of the following components for each Job Role:

The list of competencies and recommended trainings provided in this framework is however non-exhaustive and shall be continuously updated so they remain relevant.

This section helps the reader understand how to navigate the BIICF.

The framework is divided into several sections:

• Job Roles – Showing the details of the individual Job Roles. This section contains information such as job description, entry level for the role and its critical work functions. Included in this section is a list of recommended Technical Competencies and Soft Skills that are deemed relevant as well as the Proficiency Level that a person should strive to attain in the role. At the end, a list of recommended Trainings or Certifications is included.

Entry requirements based on BDQF Levels:

APPLICATION OF THE BIICF

This guide has been produced to explain how to use the ICT Competency Framework to get the most out of the framework’s functionality to practically implement competency improvement efforts. The BIICF can be used to meet the businesses needs for:

• Talent attraction and recruitment
• Managing employee performance
• Planning and executing reskilling and upskilling of the workforce
• Transforming the ICT function to fit on the current requirement by the business

As for academia, BIICF will support the following:

• Review of existing curriculum to align with the competencies needed by the industry
• Used as a reference to enhance the curriculum by offering industry specific skills training as top up skills for their undergraduates. This will enhance their graduate employability ratio
• Offer industry relevant skills training to the public which can be an additional revenue generating programme by the academic institutions.
• Introduction of new courses and programmes which is aligned with the current needs of the industry.

Training Providers will benefit from the skills training requirements that have been captured in the BIICF. They can deliver or develop programs by associating themselves to the certification domain partners recommended in the document. At the same time, they can review the programmes they are currently offering and identify to align with those that are sought after by the industry. This is also an avenue for them to make investments to upgrade their training courses and offer new ones which will assist in growth of their business and long-term sustainability.

BIICF helps ICT organisations and the ICT support functions to equip their employees with skills and competencies needed for success. It is designed to help ICT professionals and their employers understand the knowledge required and to assess the skills needed for professionals in existing and desired ICT roles. The need for objectivity, integrity and ethical behaviour underpins the framework, which also supports a commitment to the continuous acquisition of new skills and knowledge.

The reader can use the BIICF flexibly, depending on their organisation’s specific needs. It can be adopted in totality or customised in accordance to the needs of the respective organisations or stakeholders. For organisation which may already have some form of competency framework, they may use the BIICF as a comparison for improvisation where appropriate.

The following sections depict on how the BIICF can be used by the respective stakeholders especially the industry in managing their ICT talent acquisition as well as managing their career cycle. It has been broken into specific activities as had been highlighted earlier.