Enabling Individuals
Ultimately, individuals do the systems engineering (SE) tasks within a team or business /enterprise .
Topics
The topics contained within this knowledge area include:
In the Roles and Competencies article, the allocation of SE roles and the corresponding SE competencies are discussed. Existing competency models are provided. The article on Assessing Individuals discusses how to determine the level of individual proficiency and quality of performance. Needed SE competencies should be developed in the individuals as discussed in Developing Individuals. Individuals are responsible for acting in an ethical manner as explored in Ethical Behavior.
Context
Individuals, Teams, Businesses, and Enterprises
The ability to perform SE resides in individuals, teams, and businesses/enterprises. Existing literature provides lists of systems engineering Roles and Competencies. An expert systems engineer would possess many competencies at a high level of proficiency. No one would be highly proficient in all possible competencies, but the team and the business/enterprise might collectively have the capability to perform all needed competencies at a high level of proficiency. A team/business/enterprise performs the full range of SE roles, with individuals within the team/business/enterprise being responsible for performing in one or more specific roles. A business may have dedicated functions to perform specific SE roles. An enterprise may have a purposeful strategy for combining individual, team, and business abilities to execute SE on a complex project.
Competency, Capability, Capacity, and Performance
The discussion of SE competency, capability, capacity, and performance is complex. The human aspect of competency may be considered a subset of capability. Capability includes not just human capital, but processes, machines, tools, and equipment as well. Even if an individual has an outstanding level of competency, being able to perform within a limited timeframe might stunt the results. Capacity accounts for this. The final execution and performance of SE is a function of competency, capability, and capacity. This knowledge area focuses on individual competency.
Systems Engineering Competency
Competency is built from knowledge, skills, abilities, and attitudes (KSAA). Certain aspects are inherent in individuals, but are subsequently developed through education, training, and experience. Traditionally, SE competencies have been developed primarily through experience. Recently, education and training has taken on a much greater role in the development of SE competencies. SE competency must be viewed through its relationship to the systems life cycle, the SE discipline, and the domain where the engineer practices SE. Competency models for SE typically include KSAAs that are both technical and "soft" (such as leadership and communications), as well as around the domains in which the SE will be practiced. A competency model typically includes a set of applicable competencies along with a scale for assessing the level of proficiency an individual possesses in each competency of the model. Those proficiency levels are often subjective and not easily measured.
Competency Model Purposes
Individual competency models are typically used for three purposes:
- Recruitment and Selection – Competencies define categories for behavioral-event interviewing, increasing the validity and reliability of selection and promotion decisions.
- Human Resources Planning and Placements – Competencies are used to identify individuals to fill specific positions and/or identify gaps in key competency areas.
- Education, Training, and Development – Explicit competency models let employees know which competencies are valued within their organization. Curriculum and interventions can be designed around desired competencies.
Competency Models
No consensus on SE competencies and competency models has emerged in the community. Many of the competency models available were developed for specific contexts or for specific organizations, and these models are useful within these contexts. Large organizations that employ many systems engineers often have their own competency models tailored to their specific needs. Model users should be aware of the development method and context for the competency model they use, since some of the primary competencies for one organization might be different than some of those needed for another organization.
The list of competencies in existing models are not always intended to be fulfilled by one individual, but by groups of individuals. Team competency is not a direct summation of the competency of the individuals on the team, since team dynamics and interpersonal issues complicate the combination of individual competencies at the team level. Enabling Teams to Perform Systems Engineering and Enabling Businesses and Enterprises to Perform Systems Engineering address groupings of individuals to fulfill the elements of the SE competency models.
The Nature and Role of Systems Engineering Standards
A major role of a profession is to standardize the terminology, measurement methods, and process methods used in national and international practice of the profession. The goal is to enable professionals, educators, and organizations to communicate internationally, and to improve the effectiveness and efficiency of professional practice. Systems Engineering Standards provides a description of standards that are related to the practice of SE. As the SE profession evolves, the corresponding competencies required to support the discipline also evolve.
References
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