The document discusses strategies for developing Gen Y employees. It summarizes research on Gen Y preferences which found they value meaningful learning, skill development, collaboration and work-life balance. It then outlines the learning and development framework introduced by the company, including competency-based training, e-learning, certifications, collaboration tools and linking learning to total rewards. Technology, clear communication and employee modeling were used to promote the new programs. The results included improved productivity, customer satisfaction, learning speed and retention.

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Gen Y ….
Learning & Development
29th Jun 2012
© 2011 Anthelio Healthcare Solutions Inc.; Proprietary and Confidential. All Rights Reserved. 1

2. TM
Wow
Biulidng Golbllay
cmopetitvie and
Sutsianalbe
ograniaztoin.
wtih 
We are not a usaul cmopnay, Itnellegint poelpe uednrsnatd taht vrey fsat
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3. TM
What is Global
• I eat Chinese food
• I watched AVATAR - American movie
• I drive Japanese car
• I play game of British - Cricket
• I use Laptop from Taiwan
• I use Canadian Blackberry Phone
• I enjoy French Vanilla coffee
• I wear a Swiss watch.
So am I global ?
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Local Customers
1. Mc Donald
2. Citibank
Then why do you need Global people
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What are challenges for Global
• Communication, Interaction, Behavior
• Time Zone
• Currency
• Language
• Food
• Entertainment
• Culture & Sensitivity
• Diversity & Inclusivity
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Sustainable Organization
Supply
Demand
Dearth of Skilled Dearth of Skilled
Skill Level
Labour Labour
Surplus unskilled Surplus unskilled
workforce workforce
Size of Talent Pool
And what has Y to do with it….
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Labor Distribution
Above
-
-
-
Source : Mckinsey : UN Population Division
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Anthelio at a glance
Brief Introduction Age Distribution
• We started operations in India in December 2008
• We have around 600+ employees in India spread over
Hyderabad and Mumbai
• Since inception Gen-Y constitute 50% of population
• Since beginning we focused on creating the employee
friendly environment and took employee inputs for
creating our policies and way of working.
Standard Gen Y Practices in place
1. Flexi-Timings, Work from Home, Flexible Holidays
2. Friendly Attire policy – Everyday is a Friday
3. Flat structure and Open communication Born after
4. Open Door Policy, “First Name” Culture, Born between -
5. Equal opportunity, respect for individual Born Before
6. Challenging work
7. Growth not constrained by Timelines
8. Meritocracy
9. Work Life Balance
10. Celebrations
11. Formal Skip Level & Focus Group Meetings
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Research to understand GY needs
Understanding the change in past 20 years
Analyzed 16 parameters; 5 Listed here
What Changed in past 20 years
What it means for Gen Y
1. Bank  Credit Card  ATM  Online Banking  Tele
banking  Airtel Money 1. More options are available
2. Ease in life has increased
2. Postcard  Telegram  Phone  pager  Cell phone  3. Communication is faster.
Smart phone 4. Independence has increased
5. Skills is more important than education
3. Home Food  Hotel  Chinese  McDonald  Pizza 6. Open Mind set / Liberal outlook
7. Prefer practical approach
4. Joint Family  Nuclear Family
8. Increased expectation due to given things in
5. Govt  Private  IT  BPO  Retail  Others Options
the environment outside organization.
Asked Gen Y – How they want it
Method of taking inputs What they wanted
1. Consolidation of training feedbacks 1. More Learning & More communication
2. Leadership Dialogues 2. Meaningful Learning
3. One to one meetings 3. Focus on skillsets
4. Focus Group meetings 4. Application of knowledge
5. Intranet voting 5. Interesting & kinesthetic approach
6. More collaboration
7. Self Promotion
8. Value in CV
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Y Learning & Development …
Problem.. Knowledge to Application of Knowledge
Classroom programs designed for application of
Our Learning and Development was not knowledge. Introduced simulations
working as expected.
Interesting & exposure focused
Programs designed to keep interest live, experimented
Analysis with multiple variables.
Conducted study and found that Gen Y did
not appreciate knowledge based classroom Total Rewards - Motivate to Learn
courses and trainings for just sake of Introduced Mercer Total Rewards comp framework to
completing training hours make employees realize investment on learning.
Introduced Learning framework
Amendments
Competency Work and Life
Defined competency framework
Based Experiences
(To provided sense of accomplishment) Training (Feedback)
(Functional &
Introduced e-Learning solution Leadership)
(Invested $250 K for e-Learning to help self
learning)
Personnel Development
Introduced certifications (Talent Management)
(To cater to sense of achievement and
professional development) Organisational
Development
Introduced collaboration tools Self Training
Learning (Behaviour)
To facilitate learning from each other and
problem solving
Anthelio Learning & Development Framework
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Learning Programs
Self Learning On the Job Learning Style
Programs Learning based programs
360 Degree Exposure Education &
Feedback Certifications
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Leveraging Technology
Awareness My Status Collaboration
1. Advertising courses 1. View learning account 1. Advertising courses
Help in problem solving
2. View Training calendar 2. View training needs 2. Enabling Training calendar
Collaborate with people of
3. Plan your development similar skill sets
4. Nominate yourself 3. Earn points
Halo Café - Intranet Halo Café - Intranet Corp wiki
Self Learning Certifications Collaboration
Share your Learning
1. Attend e-Learning courses 1. Take tests and get certified 1. Advertising courses
Share articles
2. Read Books online 2. Enabling Trainingcases
Share solutions / calendar
3. Record videos and load
Passport to Learning Halo Café - Intranet Halo Café - Intranet
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13. TM
Communication to target audience
• Special campaign was created coining
“Anthe-tude”
• Employees acted as models in a month
long communication drive.
• Communication was driven through
Portal, Notice Board, Open
Houses, Posters, training
programs, Leadership communications.
• “Nukkad Nataks” were conducted
demonstrating how contents of training
programs.
Employee modeling for ALA
• Program restrictions for nominating
oneself worked well.
• Mega Launch of e-Learning Portal, My
Learning account established credibility.
• Collaboration platform and point system
proved contagious.
• Mailing campaigns and branding training
programs worked well.
Still from a nukkad natak
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14. TM
Thank you
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What improved…(example)
• Productivity
• Customer Satisfaction
• Learning speed
• Attrition
• Risk
• Fitment
& Competitive Advantage
Dallas
MI
In patient Coding
ED Coding
OPV Coding Hyd
SDS Coding
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16. TM
What only thing we needed was..
SUPPORT
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17. TM
Thanks!
We know their pulse now…
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