Improved Workforce Efficiency for a Retail Giant

The Retail Giant in question, lacked any talent benchmarking Structure or a Competency Matrix. There were no standard methodologies/processes in place to identify skill-gaps and hence no data to create custom training plans.

Industry/Use Case

    About The Retail Gaint

    Mettl is working with a large Retail Multi-National HQ-ed at United States - operating close to 4,000 retail locations.


    Large organizations typically construct an Employee Competency Matrix in accordance to Industry standards as well as company goals - in order to a quantitative skill map of all employees. This data is often leveraged to get new clients on board (for services companies), to deploy effective training plans and also to ensure quality hiring. The Retail Giant in question, lacked any Talent Benchmarking Structure or a Competency Matrix. There were no standard methodologies/processes in place to identify skill-gaps and hence no data to create custom training plans. As a result, the fresh employees underwent a blanket, unstructured training and had to go through written/assignment based post-training tests which were time consuming to evaluate. Hard/Technical skills apart, the Learning and Development team had no insight on employee soft skills required for the job role - Leadership, planning, customer orientation, team work, etc.


    Introduced Online Assessments
    Saves time, saves logistics, digital documentation of each potential Employee's progress.

    Custom, Deep Solutions
    Mettl Content Team collaborated with Sears team to understand 65 different job roles and the related technical and behavioral competencies - to create a competency map across different levels and job roles.

    Mettl's Strong Content Team
    Mettl's Content team developed custom content to test very niche technical skills across these job roles and difficulty levels . Some of these skills include - MySQL, ASP.NET, JAVA Struts, Hibernate, Web Services, Warehousing, Unix & Shell Fundamentals, Selenium, etc. All of these delivered under tight deadlines.

    Soft skill analysis introduced for the first time. Custom psychometric skills identified for the 65 job roles and custom reports developed post-consultation. Eg. Team work, adaptability, customer focus, robust planning and foresight, establishing partnerships, work excellence, leadership for a Manager.

    Introduction of a Competency Framework
    After introducing a competency framework for Technical and Behavioural Skills - Talent assignment, appraisal, training programs became stream-lined.

    Mettl's 24x7 strong support team hand held their representatives from Assessment creation, to testing and to on the ground support.

    Skill - gap Identification
    Online Assessments of niche technical and soft skills helped the HR team understand the skill gaps in different teams and now had a better indication on how to structure the future training programs.


       Over 1000+ tests run on Mettl Platform in 2013

       Mettl Content Team saved resource time by developing content across 30 niche Technical skills for 65 job profiles and different difficulty levels.

       Psychometrics have been able to give insights into the employee's behavioral aspects - leading to better team work, dynamics and higher productivity.

       Improved Training Plans - with the insight into the skill gaps in the workforce. Resulting into a better employee performance and better training yields.

        More Efficient Workforce - The right people are being assigned to the right projects and the workforce is being up-skilled.