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How can we meet the market needs of the future with our curr

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by

Christoph Oberhokamp

on 14 March 2014

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Transcript of How can we meet the market needs of the future with our curr

The
c
hallenge
is to bring our
consultants

in a position to meet these market needs
in a profitable way
We developed a clear reskilling Framework ready to deploy
We need to
assess
the employability of our consultants regularly

New governance
We need holistic
demand descriptions

and an
open communication
of demands

We have to
link
the
demands
of the
market needs
and
the
reskilling

activities

We have to
harmonize
our
skill & role description

The
profitability
of our solution is confirmed by the
business case
...our market is changing
=> We have to align ourselves with the market!
New process
New tool
for 100% of employees
We have to use the
common skill & role description language

of AppsTwo
New governance
Extend existing process
Use existing Tool
regular process
Mid year review
End year review
Dedicated role “
Offer specialist


-> Responsible for developing a Capgemini Offer

including
demand description
-> Role for AppsTwo and for every Business Unit
Dedicated role “
Demand Manager


-> Responsible for
maintaining
demand descriptions
-> Role for AppsTwo and for every Business Unit
We can use the existing Capgemini tool Worldwide Staffing,
but in the right way!
=> Minor changes are necessary in WWS
Today the data quality in WWS is poor!
Fill Rate - WWS need description fields

* Internal Skill <=> 16,2 %
* Internal Role <=> 15,0 %
* Internal Level <=> 16,1 %
set some fields as mandatory
precise some field descriptions
allow entry without a concrete project
add probability field for demand
use common description language
We have to
open
WWS to every Capgemini employee
Offer specialist
Demand Manager
AppsTwo has
4,2%
onshore
employees on
long term bench
So, what should Capgemini do?
How can we meet the
market needs
of the future
with our
current consultants
?

bookings for PBS Oracle
-24%
PBS`s and CSD`s results decline
bookings for PBS SAP
-30%
bookings for
CSD OS, Java
-28%
4,8 million €

bench costs
per Month
for AppsTwo
People stream
On-shore vitality stream
So, how can I ensure that?
I am responsible for my sustainable employability!
I am the first to get the benefit!
Common
skill
description
Common
role
description
6 weeks bench
extra process
Employee Dashboard
Employee Dashboard
Tool
- Excel Dashboard
Employability criteria
- Grade
- Time in grade
- Grade relevance
- Time at customer
- ARVE
- COR
- CM
- Mobility
- Skill group relevancy
- Consultant ambition
Actors
- Consultants "100%"
- Direct manager
- Resource manager
- HR
Compare the assessment of employability with demand descriptions
=> develop a
dedicated reskilling plan
towards the market needs
Template
for AppsTwo
Pilots
of our solution
Market need
Business plan
Partnership
Key actors
Skill demand
Skill
development
route
Market studies
and trends
Trends
analysis
Spot Consultant
and SME

Alliance and
Partner Manager

Technical
Experts

L&D
Connect & Drive 2013 - ConnecTeam

assessment
assessment
assessment

New task for every direct Manager

=> Skill assessment of his team
Regular Assessment of
every
consultant
or reaction if more that
6 weeks
on bench
?
?
?
Full transcript