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Workforce Development StrategiesL e s s o n s f r o m t h e B a t t l e F i e l d
03 July 2010 | Bangalore
2
Who am I?
BITS, PilaniPenn State University, USA
Workforce DevelopmentSoftware TestingSoftware Engineering EconomicsSystem Engineering
47+ Brilliant Customers33+ countries17+ Years… and still loving it…
Educated at
Worked in
Learn ing f rom. .
Let us do an exercise…
3
01 Name three animals as they come to your mind..
02 I f you fi nd a key in the forest, what would you do?
a. Pick it up and keep itb. Pick it up and throw awayc. Look for a door that fits it
03 Whom would you l ike to meet to fi nd directions when you are lost?
a. Scientistb. Magicianc. Saint
04What would you l ike to see, on the other side, when you cannot see?
a. Villageb. Oceanc. Palace
05 What drink do you prefer?
a. Coffeeb. Teac. Water
a. ________________
b. ________________
c. _________________
ORGANIZATIONAL SWOT
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People
PeoplePeople
People
StrengthsWeakness
Opportunity Threat
MUST DO Investment…
Career Paths
Organizational Structures
Competency Framework Competency Dictionary Role & Job Descriptions Knowledge Requirements
Performance Requirements
Infrastructure People Money & Investments Management Buy-in Process & Design
Knowledge Retention
Business Growth Productivity
Productivity
New Products Time to Market
Cost of Operations
Customer Satisfaction
Cost of New Hire
Cost of Training Employee Loyalty
Cost of Talent Acquisition
Attrition
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Strategic Focus – Workforce Development
Optimized Workforce
Integrated Performance
Competency Driven
Managed Learning
Adhoc No formal consistent process
Consistent, basic approach to learning management
Consistent, comprehensive approach
Institutionalized and integrated into business planning
Learning and performance-centered organization
Training & Development Process
Need Based Requisition for Competency Development
Competency Analysis, Competency Management
Competency Based Assets, Mentoring, Integrated Workforce
Continuous Capability Improvement
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Fat Smoker Problem…
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We already know this…
We need a magic pill….
Is there a better magic pill?
Can I get instant relief?
Can I take it more than once in a day?
Assuming there are no side effects….
Lesson 0: Leadership!
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Lesson 1 : Goals…
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Lesson learnt
Setting a realistic goal is the first step in building the team capabilities, and developing the team
members.
Lesson 2 : Mission…
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Lesson learnt
More is not always a good solution. Optimization is the focus in Workforce Development.
Focus on developing talent with a purpose of utilizing them.
Lesson 3 : Decision Making!
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Lesson learnt
People decisions are not easy ones to make. Cost or Investment is a perspective depending on the
organizational need for growth. But you cannot have weak assessment of the workforce, and
compensate it with scale.
Lesson 4: Empower People!
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Lesson learnt
Empowering people without a structure or a framework shall not help in solving your problem. You have
to define a structure (competency oriented); and use it for evaluation and allocation of work. In testing
which is a cost for many organizations, it becomes imperative
Lesson 5: Capability!
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Lesson learnt
Investing in right people does not mean that only the best get trained. There are more benefits of the
average rising than the best becoming better.
Lesson 6: Problem Solving
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Lesson learnt
Sustenance of Talent is not about putting an end to issues. It is about creating an environment for
individuals to learn, grow, and help the organization build its talent. Investments have to be made at all
levels for improving capability.
Lesson 7: Excuses!
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Technology
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Innovation!
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Lesson 8: More Excuses!
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Client Case Study 1
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Client ScenarioPlanned to Recruit 450 Engineers
Promotion in Newspapers
Working with Placement Agencies
Non Availability of Technical People for SelectionNo Design in the Screening Process
Poor Awareness about Employment OpportunitiesConversion Ratio was 1:15 for Engineers
Steps TakenOffered Employable Talent Model
Enrolled Customer into the CREST Program
Worked with Partner Colleges & Student NetworksCreated Interested Talent Pools
Designed & Administered Scientific Screening
Designed and delivered Client Custom CurriculumCertified the Trained Individuals
36% reduction in cost of Hire
77% Improvement in Profitability of Operations
33% increase in Revenue
3 Month Reduction in Bench Time
25% improvement in the FTE Utilization
72% of managers happy about hire quality
86% hit rate from trained candidates
96% of students interested in profession
Benefits Realized
Client Case Study 2
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Client ScenarioHad to train 5,000+ associates
No clear understanding of the improvement areasExpectation of Certification from their customersStandard Training Costs were prohibitive
Limited budgets for Training due to Recession
Standard courses not fitting into the requirementNo internal method for Competency Development
Steps TakenIndividual Skill Assessments
Curriculum & Content Design
Learning Delivery
Certifications
Advisory Services for Competency Development
45% reduction in training costs
77% Improvement in Profitability of Operations
22% increase in Revenue
2 Month Reduction in Planning & Scheduling
30% improvement in the FTE Utilization
85% of employees happy about development
23% improvement in productivity
Benefits Realized
If you need more…
p r a d e e p . c @ e d i s t a t e s t i n g . c o mp r a d e e p . c @ q a i g l o b a l . c o m
+ 9 1 9 8 8 6 8 0 6 3 1 7
03 July 2010 | Bangalore