Establish and maintain strategic training needs of the organization.
Strategic training needs address long-term objectives to build a capability by filling significant knowledge gaps, introducing new technologies, or implementing major changes in behavior. Strategic planning typically looks two to
five years into the future.
Examples of sources of strategic training needs include the following:
· The organization’s standard processes
· The organization’s strategic business plan
· The organization’s process improvement plan
· Enterprise level initiatives
· Skill assessments
· Risk analyses
· Acquisition and supplier management
Example Work Products
1. Training needs
2. Assessment analysis
Subpractices
1. Analyze the organization’s strategic business objectives and process improvement plan to identify potential training needs.
2. Document the strategic training needs of the organization.
Examples of categories of training needs include the following:
· Process analysis and documentation
· Engineering (e.g., requirements analysis, design, testing, configuration management, quality assurance)
· Selection and management of suppliers
· Team building
· Management (e.g., estimating, tracking, risk management)
· Leadership
· Disaster recovery and continuity of operations
· Acquisition management (e.g., solicitation, supplier selection, supplier management)
· Communication and negotiation skills
3. Determine the roles and skills needed to perform the organization’s set of standard processes.
Roles typically include project manager, architects, business process analysts and suppliers, especially in process elements that identify interfaces with and expectations from suppliers.
4. Document the training needed to perform roles in the organization’s set of standard processes.
5. Document the training needed to maintain the safe, secure, and continued operation of the business.
6. Revise the organization’s strategic needs and required training as necessary.
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CMMI for Acquisition 1.3
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