Question

Select a system engineering organization, identify the entry level requirements for the organization, and develop a set of descriptions for an individual at each skill level: basic, intermediate, and supervisory.

Answer 1

Accenture plc is a multinational professional services company. According to the census of 2019 it has around  492,000 employees.It serves clients in more than 120 countries. In 2015, the company had about 150,000 employees in India, 48,000 in the US and 50,000 in the Philippines. Accenture's current clients include 91 of the Fortune Global 100 and more than three-quarters of the Fortune Global 500. Julie Sweet is the new CEO of Accenture. On 1 January 2001, Andersen Consulting adopted its current name, "Accenture". The word "Accenture" is derived from "Accent on the future". The name "Accenture" was submitted by Kim Petersen, a Danish employee from the company's Oslo, Norway office, as a result of an internal competition.

Entry level Requirements for the organization

Federal - Entry Level SAP Functional Associate--In order to apply for this entry level job one must possess

• 4 Year Degree OR 4 Years of Active Military Experience OR 2 Years of Relevant Experience either in school or professional experience
• US Citizen – no dual Citizenship

Bonus Points If:

• 1 year of experience in Requirements Analysis, Functional Design or Application Testing or Computer Science / MIS BS degree
• 6 months of SAP school related experience with an accounting background
• 6 months of production support or helpdesk experience
• Must have good computer skills, understanding of MS Excel and Outlook
• An active security clearance or the ability to obtain one may be required for this role.
• Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.
• Applicants for employment in the U.S. must possess work authorization which does not require, now or in the future, sponsorship by the employer for a visa.  
• Accenture is committed to providing veteran employment opportunities to our service men and women.
• Accenture is a federal contractor and an EEO and Affirmative Action Employer of Females/Minorities/Veterans/Individuals with Disabilities.
• All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.

Accenture deploy skills competenct tool to assess the competency of each employee.The skills competency tool assesses the competency level of each employee, and for each job and competency profile, locates and maps relevant educational content, internal and external to the organization, from which personalized employee training curriculum are generated.

A skills competency tool provides a quick and efficient way to assess an organization's workforce capability maturity, and generate a workforce transformation roadmap. The skills competency tool provides a way to assess and recommend modifications to job and competency profiles defined by an organization. The skills competency tool assesses the competency level of each employee, and for each job and competency profile, locates and maps relevant educational content, internal and external to the organization, from which personalized employee training curriculum are generated.

The skills competency system provides a way to establish a standard competency model and job framework for the organization's workforce. The standard competency model and job framework provide a consistent way to describe a job and the roles of the job, and provide employees a line of sight (e.g., potential career path options) for career development. The skills competency system supports knowledge transfer between experts and new hires, and may be used as an integral component to learning, development and knowledge programs for an organization, by identifying core training content for the workforce. The skills competency system may be used to support collaborations across organizational lines internal and external to the organization.

The skills competency system also supports change management by adapting job and competency profiles and training curriculum based on changes to the goals and objectives articulated by the organization. For example, when the organization modifies the operating model, goals and objectives of the organization, the skills competency system analyzes these modifications to determine recommended changes to the job and competency profiles. The skills competency system locates relevant educational content internal and external to the organization. The skills competency system maps the educational content to the job and competency profiles, and generates training curriculum based on the mapped educational content, in order to support the modified operating model and goals and objectives. To that end, organizational cultural alignment occurs through the use of the skills competency system.

The skills competency system may assist an organization to manage the IT workforce in order to play a critical role in several new business strategies. The organization's current workforce may not support the targeted new business strategies, so the organization may use the skills competency system to plan and build a workforce to achieve the new business strategies. To that end, the skills competency system may be used to establish a workforce-wide method for describing roles, responsibilities, competencies and proficiency levels. The skills competency system establishes a common terminology that the organization may use to describe the workforce in a way that the entire organization can understand. The skills competency system provides the organization a way of assessing and/or inventorying the skill sets of the organization's workforce. The skills competency system may be used by the organization and/or the organization's training department (e.g., Information Technology ‘IT’ learning group) to perform an assessment of the effectiveness of the organization's training curriculum. The organization may use the skills competency system to assess the organization's current curriculum, and determine whether an appropriate competency framework exists that can measure the effectiveness of the organization's training initiatives. The competency model may be used to map competencies to the jobs of the organization, create a common language across the organization, and assess the organization's current job competencies against targeted job competencies.