EDS Case Study
The initial catalyst that enforced this client to change the way they focused on reskilling meant that they needed to look at alternative methods to manage rapid reskilling against tight timelines. This initial requirement invigorated their need to look at more responsive and ongoing skills transfer programmes in order to meet the ever changing needs of the IT industry, vendors and client
During this initial engagement stage with the engineering teams, the business had multiple needs:
• Baseline all staff.
• Deliver in time reskilling across the business to meet the real needs of their future roles
• Minimise on cost and timeMaximise on skills transfer to meet the needs of today and into the future
A central Gateway was created to manage the demand, the delivery mechanisms and the Frameworks to map each team against
• Frameworks to baseline staff and create skills gaps data – mapped to each capability area across the engineering functions (Development Frameworks DFw’s)
• Workflow to manage – non standard training requests, planner to manage the skills gaps demands, budget planner to manage the costs for both delivery mechanisms and expenses – standardised to multiple approval points (see example)
• I-Orchard to centrally manage – One single entry point to all skills needs (Knowledge Auditorium KA)
Mapping our solutions against the testimonial below we can demonstrate how this initial engagement managed to grow and sustain the business challenges and changes year on year both by systematic organisational change and business restrictions such as funding or time.
"When we re-invigorated our Labour Strategy it was critical that we looked at our staff development and how we could improve the focus on the right training whilst minimising the time that it took our staff to find the most appropriate course or materials. Between them Nikki and Beth established both the processes and methods that enabled;
• All employees to understand what skills they needed, at what level and where to find them - which reduced the time spent looking and resourcing both internally and externally
• Rigid monitoring and policing of all training related activities ensuring costs were kept to a minimum
• Accurate intelligence on the right skills for the right people at the right level at the right time - reducing wastage and cost on unnecessary training material
• Resourcing of material to suit the business needs delivering a wider and more cost effective choice of delivery methods
• Improved skills demand signals with an accurate list of training needs ensured optimised negotiations with training partners and enhanced materials that addressed the specific business needs
Demand Gathering via accurate waitlists
• Focused training allowing us to reach our skills goals even when budgets were reduced "
Accurate Demand Gathering via DFw’s and skills gap analysis
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