2. An empathetic, truly concerned, highly
capable, knowledgeable, pragmatic, 38 year old Head of Corporate
University of a multi-billion dollar IT service organization who has
been serving in various positions within the IT industry in his 16+
years of experience of which 6 years have been in shaping the
talent development of the organization
NEEDS A WAY TO
reduce the campus to corporate transition time
BECAUSE
it would impact the bottom line of the organization
RECAP OF PROBLEM STATEMENT
4. GAMIFY C2C TRANSITION
PROTOTYPE
Teach a man to fish and you feed
him for a lifetime
That’s the motto behind the POLE
based training environment. Instead
of training the associates on pre-
determined curriculum, POLE model
attempts training the associates on
pre-determined performance
objectives. This mimics a real life
situation how an employee is
expected to up skill on the job
I had used the Sketching technique to develop the prototype. The
attached model is elaborated in detail in next slide
5. POLE VS COLE
PROTOTYPE
Performance Oriented Learning Envt Curriculum Oriented Learning Envt
Both Environments Co-Exist
Specifies a set of performance objectives (PO) to be
achieved by the trainees with following methodology
1. PO to be explored in groups
2. Sets minimum to maximum time limit within which the
specified PO is to be achieved
3. SME acts as a learning guide more than a tech expert
4. Skill based assessments to ascertain PO achievement
5. Group moves forward to next PO
6. Group members are free to change group anytime
7. POLE to COLE movement for a trainee may involve a
wait period
Specifies a set of topics to be
understood by the trainees with
following methodology
1. Individual learning
2. Driven by a pre-determined
schedule
3. Instructor led trainings
4. Knowledge based assessments
5. Individual progression
6. COLE to POLE migration is
possible anytime
6. The proposed POLE – COLE model was discussed with the
Program Head of Year One Learning of a multi-billion dollar
Organization.
He was highly appreciative of the proposed model and got to
know a similar model “Project Based Training” that is being
developed for training campus recruits.
Next slide states key feedback provided by the stakeholder
POLE - COLE
TEST
7. POLE - COLE
FEEDBACK
What Worked
- Co-existence of models; caters to
learning styles of both the sects
- Mimics their experience in real time;
Prepares them to face the world
- Shifts the ownership of learning to the
learner
Ideas
- Skill based assessments should be
automated
Questions
- How to split trainees into POLE and
COLE streams?
- Needs a lot of unlearning on the way
they have been learning. Will they
adapt?
What Could be Improved?
- Look at physical resemblance too
to work area
8. POLE - COLE
LEARNINGS & NEXT STEPS
Learning
- While developing the prototype, I realized that just gamifying the learning
aspect will not help the end goal of reducing the transition time; Hence
looked at alternate models of delivering the training to enhance faster
learning transfer
Next Steps
- Identify ways to split trainees into POLE and COLE batches
- Establish ways of automated evaluation for skill based assessments as it
would increase credibility of the results and decreases subjectivity of
manual evaluation
- Build infrastructure related changes to the POLE environment so that it
mimics the work place better visibly too
10. REWARD LEARNING BEFORE JOINING
PROTOTYPE
Take charge of your career and NOW
That’s the message , I intend to give to the
campus recruits through the JUMP START
design. Here, associates utilize their time
between graduation to employment for up
skilling themselves
By assessing and deploying the up skilled
associates at the time of joining, helps the
associates to gain work experience at the
earliest
I had used the Sketching technique to develop the prototype.
The organization has work ready associates at the day of joining and is also able to
minimize its time and effort spend in training, which impacts its bottom line
11. The proposed JUMP START model was discussed with the
Program Head of Year One Learning of a multi-billion dollar
Organization.
Next slide states key questions raised by the stakeholder
JUMP START
TEST
12. JUMP START
FEEDBACK
What Worked
- Reduces the time/ effort in
campus training
Ideas
- Build a campus to corporate
engagement portal
Questions
- Focuses only on knowledge, how will
the behavior part be addressed
What Could be Improved?
- Ability to track those candidates
who have an edge and call them
for joining ahead of others
13. JUMP START
LEARNINGS & NEXT STEPS
Learning
- While testing the protoype with the stakeholder, I understood that
technology or knowledge alone is not sufficient to place the campus
recruits in work force and lot of assimilation in terms of behavior/ org.
culture is also required
Next Steps
- Work on a pre-employment engagement model that will let the students
know about the organization in an engaging way
- A way for the employer to know which candidates to call for appointment
earlier
