Learning and Development for Information Technology and Software
Training planned from need rather than from the calendar.
What this looks like in information technology and software
The parts of learning and development that are specific to this sector, rather than general.
Career Levels and Competency Ladder
What separates an engineer from a senior engineer, in writing.
What this coversHide
Career Levels and Competency Ladder
What separates an engineer from a senior engineer, in writing.
What this coversHideThe single most common request from engineers is not money. It is to know what the next level requires.
- Level definitions
- Engineering ladder
- Individual-contributor and manager tracks
- Competency per level
- Technical depth expectations
- Scope and autonomy expectations
- Promotion criteria
- Promotion readiness review
- Level-to-band mapping
- Level
- Expected competency
- Current assessment
- Gap
- Development plan
- Promotion readiness
Learning and Skills
A skills view of the company, not a training calendar.
What this coversHide
Learning and Skills
A skills view of the company, not a training calendar.
What this coversHide- Skill inventory
- Technology skill matrix
- Certification tracking
- Training needs from appraisals
- Technical training
- Behavioural training
- Manager development
- Learning budget
- Internal knowledge sharing
- Effectiveness measurement
The general method — what learning and development covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the learning and development process page. What is above is the part that differs for information technology and software.
Other HR topics for information technology and software
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for information technology and software, or another industry.