1. Competence required by digitalisation - The way the Finnish government looks at it
Marjaana Laine (original )
Shared material
Watch in Slide Show mode and click on the coloured beams
Office for the Government as Employer / Personnel and Governance Policy Department

2. Conclusions / Concept: Competence required by digitalisation
eService developers e.g. application procurement
Role worktasks
Operations developers development projects
Facilitators e.g. supervisors, management T T
Responsibility for overall management senior management T
Specialist competences
End users ‘basic official duties’ -> big part of personnel T T T
NEEDED BY ALL EMPLOYEES
Basic competences
NEEDED BY SOME EMPLOYEES
Watch in Slide Show mode and click on the coloured beams
General abilities and attitudes
Awareness / use in own work
In-depth competence
-> Own work becomes more efficient -> Understanding of how these affect an employee’s own work -> Enables improvement / development
-> Effective development -> Networking
Further information and development suggestions: MofF / Personnel Dept., ( )

3. T-competence profile of an individual
Problems nowadays are so complex and the pace of change is so fast that competences need to stretch wider than before
Horizontal – the need for wide competences in general, incl. the ability to understand various competences sufficiently
Vertical – the need for deep knowledge of one or more agency/ profession specific/specialist competences
Extensiveness & specialization
Vast know-how of various topics
T-COMPETENCE PROFILE OF AN EMPLOYEE
DURING DIGITAL ERA
Profound know-how of some specialist competences

4. General abilities and attitudes ‘meta-skills’
Conclusions / Concept: Competence required by digitalisation
General abilities and attitudes ‘meta-skills’
e.g.
Learning how to learn Learning new things & Unlearning old things
Self-management
Flexible and open attitude towards change
Ability to combine various competences
Interaction skills (including transparent operations) Media literacy Ability to understand individual differences in abilities
These are being enhanced for example in Work2.0 -program (read more - in Finnish)
Further information and development suggestions: MofF / Personnel Dept.,

5. Networking and active promoting of collaboration
Conclusions / Concept: Competence required by digitalisation
Basic competences
Use of digital services and tools in your own work e.g. the agency’s case processing system, personal and smartphone, videoconferencing, Lync, Skype for Business, social media (FB, Twitter, LinkedIn, Yammer), online shop services (e.g. police permit services), Government publishing service, cloud services, survey applications (Webropol, Digium, Zef), scheduling application Doodle, agency specific tools and services
Sufficient understanding of how digitalisation affects customers, operations and your own job duties
e.g. customers’ expectations and needs, enabling of legislation-related development (repealing, enacting new legislation, etc.) and basic knowledge of information security
Networking and active promoting of collaboration
Further information and development suggestions: MofF / Personnel Dept.,

6. Specialist competences 1/2
Conclusions / Concept: Competence required by digitalisation
Specialist competences 1/2
Improving the customer experience e.g. service formulation, service concepts (including visualisation) and interface and usability design
Data and analysis competence e.g. development of data models and information architectures, database design, data quality management, information analysis, information visualisation and identification of information needs and sources
Risk management e.g risk management, continuity planning (recovery planning, preparedness), sufficient information security and privacy
Digital-era procedures and operating logic e.g. overall architecture, digital-era (business) models and logic, development of own operating models in the digital world, impact and cost-effectiveness assessments, and building and operating in digital ecosystems, networks and partnerships
Process competence e.g. process development (for instance with the Lean philosophy), process measurement and optimisation, and process leadership/ownership
Continued on next slide
Further information and development suggestions: MofF / Personnel Dept.,

7. Specialist competences 2/2
Conclusions / Concept: Competence required by digitalisation
Specialist competences 2/2
Development methods e.g. software development, agile methods (Scrum, Lean)
Digital communications competence e.g. search engine marketing and optimisation, leveraging social media
in work-related communications, storification and gamification, targeting, marketing automation, digital marketing measurement
and conversion optimisation
Partnership management e.g. partnership building, partnership administration and management (including safeguarding the buyer’s interests)
Overall management and change management e.g. understanding and taking into account the speed and importance of digitalisation developments in overall management, ensuring the effectiveness of digitalisation (project prioritisation, resourcing, management, facilitating cooperation both within your own organisation and across organisation boundaries,
reward scheme for operations development
Further information and development suggestions: MofF / Personnel Dept.,

8. Let’s improve this concept together
Important source material for the concept has been the handbook by Vesa Ilmarinen and Kai Koskela ʺDIGITALISAATIO Yritysjohdon käsikirjaʺ (2015) as well as the inquiry we made in April 2016.
The concept is not yet finished; we need to improve it together and make it into “a living tool” we can all share.
The plan is to have the relevant material found at:
the Ministry of Finance / Personnel Dept. website
Innovillage ( where it can be easily commented on and further improved.
Further information is available from the keepers of the ‘parent file’, who will also be pleased to receive any development suggestions: Marjaana.Laine(at)vm.fi and from Public Sector ICT Heidi.Torro(at)vm.fi

9. Marjaana Laine, Ministerial Adviser Office for the Government as Employer / Personnel and Governance Policy Department
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