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This framework provides management with a structure to measure and control information technology in accordance with generally accepted criteria incorporated in the guideline Control OBjectives for IT (COBIT) published by the Information Systems Audit and Control Association (ISACA).



PO7 Manage Human Resources
Control over the IT process of ...
managing human resources
    that satisfies the business requirement
    to acquire and maintain motivated and competent workforce
    maximise personnel contributions to the IT processes
     
      is enabled by
      • sound, fair and transparent personnel management practices to recruit, line, vet, compensate, train, appraise, promote and dismiss

        and takes consideration

        • recruitment and promotion
        • training and qualification requirements
        • awareness building
        • cross-training and job rotation
        • hiring, vetting and dismissal procedures
        • objective and measurable performantion evaluation
        • responsiveness to technical and market changes
        • properly balancing internal and external resources
        • succession plan for key positions
           

Record of Assessment
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  Control Objective:
Managing human resources. 
*
 Personnel Recruitment and Promotion
*
 Personnel Qualifications
*
 Roles and Responsibilities
*
 Personnel Training
*
 Cross-Training or Staff Back-up
*
 Personnel Clearance Procedures
*
 Employee Job Performance Evaluation
*
 Job Change and Termination
 NOTES: (works best with IE)
  Conclusions:
* Non-existent 
There is no awareness about the importance of aligning IT human resources management with the technology planning process for the organisation. There is no person or group formally responsible for IT human resources management.
* Optimised 
The organisation has an effective IT human resources management plan that meets the business requirements for IT and the business it supports. IT human resources management is integrated with technology planning, ensuring optimum development and use of available IT skills. Components of IT human resources management are consistent with industry best practices, such as compensation, performance reviews, participation in industry forums, transfer of knowledge, training and mentoring. Training programs are developed for all new technology standards and products prior to their deployment in the organisation. Technology is used in providing skills, training and competence requirement information in easily accessible databases, to assist the IT human resources management process. Incentive programs are defined and enforced for IT management, similar to those available for other senior management of the organisation, to reward those meeting IT performance goals.
* Managed and Measurable 
Responsibility for the development and maintenance of an IT human resources management plan has been assigned to a specific individual with the requisite expertise and skills necessary to develop and maintain the plan. The process is responsive to change. The organisation has standardised measures that allow it to identify deviations from the plan, with specific emphasis on managing IT personnel growth and turnover. Compensation scale analysis is performed periodically to ensure that salaries are competitive with those in comparable IT organisations. IT human resources management is proactive, taking into account career path development.
* Defined Process 
The process for managing IT human resources has been developed and there is a defined and documented IT human resources management plan. There is a strategic approach to the hiring and managing of IT personnel. There is a formal training plan designed to meet the needs of IT human resources. A rotational program, designed to expand both technical and business management skills, is established.
* Repeatable but Intuitive 
There is implicit understanding of the need for IT human resources management. There is a tactical approach to the hiring and managing of IT personnel, driven by project-specific needs, rather than by a technology direction and an understood balance of internal and external availability of skilled staff. Informal training takes place for new personnel, who then receive training on an as required basis. 
* Initial / Adhoc 
Management recognises the need for IT human resources management, but has not formalised a process or plan. The IT human resources management process is informal and has a reactive and operationally focused approach to the hiring and managing of IT personnel. Awareness is developing concerning the impact that rapid business and technology changes and increasingly complex solutions have on the need for new skills and competence levels.
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