The behemoth in the IT industry is a Fortune Global 500 company with branches across the globe. Considering their army of nearly 375,000 employees, it comes as no surprise that among their clients exist 95 of the Fortune Global 100 and about 82% of the Fortune Global 500 companies.
No matter how powerful a Robot in the IT industry, rust will forever be a bane that threatens a standstill. In this particular case, it was the behemoth’s L&D engine catalysing a corrosion of the highest level. Why and how? Here’s the explanation:
Poor Diagnostics: Inaccuracy in Learning Requirements, Content & Delivery
Think mileage of a car without its indicator. A well-oiled L&D engine is what keeps an industry robot healthy. However, with the lack of an appropriate benchmark to identify gaps in skill & predict an L&D path for business impact, the IT robot simply continued to deteriorate.
This was certainly a matter of prime concern for the IT behemoth, considering how most Training Teams brush aside a thorough diagnosis of gaps in competencies and proficiency levels within the organization as a footnote.
Negligence of Assessment & Feedback: On-Job Performance vs. Expectation
You can service a car, but you only know it’s good when you take it out for a spin. With heavy focus on training and delivery, assessments failed to acquire the attention it deserved as a measure of success. In time, the unknowns of training reliability simply crippled the robot, even more so with false expectations.
Fleeting ROI Metrics: Haywire Organizational Structure; Result: L&D = Low ROI
Would you expect to win a game of chess with the same moves every single time? No? Smart answer. But then, why would anyone expect a surge in productivity from a once proven L&D initiative without a system of checks and recalibrations with respect to changing times and market dynamics?
The lack of a benchmark spiralled into a robot with poor structure, succession mechanisms, and more importantly – ROI.
For the Mettl mechanic, the robot emerged with problems of delicate proportions. Many, that certainly required nimble fingers and smart solutions. But what good is a mechanic without a workshop?
With a fully able team of mechanics in place, the Mettl workshop transformed a crumbling robot into a thorough beast of power. Here’s how we did it:
Research & Development: Know the Problem and the War is Won
To understand the root cause of the corrosion, the Mettl team thoroughly studied the organizational structure. This included a job-role analysis, which led to the development of assessments tailored to tackle the problem at hand.
"If you know the enemy and know yourself, you need not fear the result of a hundred battles. If you know yourself but not the enemy, for every victory gained you will also suer a defeat. If you know neither the enemy nor yourself, you will succumb in every battle."
Sun Tzu The Art of War
Assessment & Feedback: Taking the Hammer to the Robot
The assessments were first deployed on the existing workforce of the IT behemoth to better understand and identify gaps in skill. The qualified delta was later reported for intelligence.
Continuous Recalibration & Improvement: The Only Consta nt is Change
Mettl Reporting enabled an accurate L&D roadmap for each and every employee. This ensured a holistic growth for the IT robot via constant recalibration of the data-driven benchmarks in place.
However, a solution is only as powerful as its impact. So perhaps, it is time to move onto the most impactful part of the case study. That’s right. The impacts.
An organized approach leads to organized results, and invariably, each solution equates to an impact of its own. Here’s the breakdown:
Research & Development: The War is Won
1. Rejuvenated Structure
Every organization is defined by their own unique structure, just as every job role is defined by its own set of unique requirements. Behavioural interviews with candidates helped stake holders understand their exact requirement of competencies, and of course, the desired proficiency levels for each of them.
2. Classification & Grouping
With the inputs from stakeholders, employees and from our own job-role analysis in place, the Mettl team helped the IT behemoth identify and gather requirements in various job clusters and families. Simply put, the mechanics established a defined set of technical competencies as well.
1. Competencies to Skills for Each Node Mapped
Based on needs, empirical data and Mettl research, the IT Robot was now in possession of a map between organization wide & job role specific technical competencies and relevant skill sets for each job role.
2. Proficiency Levels Defined
A job role analysis from the Mettl team fed in-depth insights into the proficiency requirements for every skill per job role.
3. An Assessment Blueprint for a Better Robot
With the job roles mapped to the expected proficiency levels across different skill sets, the blueprints for the respective assessments emerged as predicted.
Assessment & Feedback: The Bad Parts Hammered Out
With the exercise to benchmark ironed out, the benchmark itself in place, the assessments now firmly had a method of continuous recalibration – standardized or custom reports. These are reports auto-generated and customized to show only what’s relevant to the organization.
Continuous Recalibration & Improvement: The Constant of Change Remains
1. Predictive Validity Scores & Calibrated Benchmarks
The custom benchmark and predictive validity score is now constantly visited by the Mettl mechanics to ascertain that the IT behemoth remains in sync with the industry.
2. Sharp Gap Analysis
Mettl reports now provided detailed insights into shortfalls and opportunities for every employee. This enabled the IT robot to design the perfect L&D calendar for an assurance on employee-organization synergy, thereby reinventing the engine for better.
That’s it for the IT Robot, new and improved. Is anyone out there in need of some servicing of their own though? You should certainly explore if the Mettl mechanics can make your L&D engine sparkle.