Session: New ICT Curriculum Development of ICTCompetences and Skills

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Session New ICT CurriculumDevelopment of
ICT-Competences and Skills

• Markus Lecke
• Senior Expert Human Resources Development
• Deutsche Telekom AG, Bonn Germany

European e-Skills 2008 Conference
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Corporate profile. Deutsche Telekom in figures.

• Represented in about 50 countries worldwide
• More than half of Deutsche Telekom's revenue was
  generated outside Germany in the first quarter
  2008
• About 240,000 employees worldwide, of which more
  than 92,000 outside Germany
• About 36 million fixed lines
• More than 14 million broadband lines
• 123 million mobile subscribers worldwide

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ICT education and training.What are we doing
today?

• Professional Training
• 17,000 Seminars
• 108,943 Participants
• 39 in ICT

• New Talents
• 12,000 apprentices and students in various
  professions
• 6,000 apprentices in ICT-professions
• today 500 students in practical graduate courses

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Example Academic vocational education. Bachelor
of engineering in ICT-Computer Science
3 years
Bachelor of arts in ICT-Computer Science
Training Center for vocational training
Corporate University Leipzig
practical work (70)
Coaching Coordination
academic education (30)
e-learning with synchronous and asynchronous
tools
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GoAhead! Group-wide competency model.
Competences, tasks and levels.

• Design of the competency model for experts

• Differentiation regarding tasksand needed
  competencylevels

• Design of professional groups with
  comparability/ transmissibility to the management
  career

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Customer orientationand strategy
2
Result orientation
Strategy/ top project manager
3
Professional 5
Change management
Strategy/ holistic solutions
4
Concepts / basic principles
Collaboration
Professional 3
5
Consulting/concretion
Living companyvalues
Support / Service
Self-management
Management groups
Professional groups
Guidance (if needed)
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GoAhead! Group-wide competency model.
Competencies, skills and formal requirements.
Description of postulated competencies, skills
and formal requirements within a
group-wideobliged framework
Competencies are key patterns of behavior,
which can be observed within a person . At
least three of these postulated key competencies
are to be stated in the recommended value.
Professional 5
Skills and competenciescan be adapted by the
strategic business units. They can be
specified/ supplemented or only used
partlyformal requirements are only to be
detailed.
Professional 4
Skills comprise basic and functional know -how
for specific or multidisciplinary use. They
state ideal recommendations.
Professional 3
Professional 2
Professional 1
Formal requirements are obligatory
requirements for accessing a specific
professional group.
Professional groups
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Development and qualification process. GoAhead!
is embedded in the development dialog.



Development dialog
Qualification
Development
Planning

• Needed positions/ skills, competencies
• Available positions/ skills,competencies
• Available budget
• Identified potentials for development

• Profiles for each career stage and job family
  as basis for development planning
• Systematic comparison of target/actual skills
  and competencies
• Manager and employees agree upon development
  targets and measures

Realization of agreed development activities

• Development on stage
• - altered requirements will be mastered
• - personal capabilities are preserved
• Horizontal development step
• - building broad-based knowledge and experience
  in a different key position (even in different
  career)
• - developing experience for an aspired vertical
  career step
• Vertical development step
• - moving to a higher position in the management
  or expert career path
• - (prove of potential assessment of
  qualifications is within the selection process)

• on the job- job enlargement- job
  enrichment- coaching- mentoring
• off the job- job rotation- qualifications-
  building- development programs

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Applying GoAhead!Example of career paths in
T-Systems.

• Qualitative Planung

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Applying GoAhead!Link to special profiles.
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Learnings and next stepts.

• Clarify career paths for young talents
• Groupwide roll out
• Expand on the job training
• Build up extra occupational bachelor and master
  qualification
• Expand cooperations with universities
• Link corporate systems to e-competence framework
  to achieve recognition and mobility

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• Thank you!
• Any questions?