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How was Leaders Teach implemented?

Identification of Stakeholders and their Responsibilities

TechCEED collaborated with the following stakeholders during development, design and implementation of this practice:

  1. Delivery Units
    Delivery unit heads were an integral part of the needs analysis exercise. Discussions were held with them to get inputs for creating a robust process for identification, evaluation, utilization and development of internal trainers and SMEs. The core team also interacted with managers from business units to list the knowledge areas that were to be covered. They also helped us in identifying potential trainers by sharing their recommendations.

    Collaborating with the delivery teams ensured that our practice was able to address their specific business needs. By involving the delivery teams, we could get their buy-in, get pertinent inputs, increased participation and thereby achieve faster implementation and benefit realization.
  2. Senior Management
    TechCEED interacted with the senior management at HCL to institutionalize the practice by rolling out a policy for internal trainers and SMEs. Based on the discussion with them, the policy was implemented defining the following:
    1. Identification  process of internal trainers and SMEs
    2. Eligibility criteria
    3. Evaluation process
    4. Certification as approved trainer/SME
    5. Trainer/ SME activity definition and guidelines
    6. Trainer/SME rewards and recognition
  3. Employees
    In order to arrive at the solution we took inputs from employees across the regions.  One of the findings was that the external trainers did not address specific business needs and their content was generic in nature. Also the external trainers were not available for post training mentoring. Most of times, employees didn’t feel the freedom of discussing their issues with external trainers as the information would be confidential in nature.
  4. BPR Team
    Our organization’s BPR team (Business Process Re-engineering) helped us to develop the portal on intranet, where employees could register for this initiative. Employees from business units can register themselves on the online portal under any of the listed knowledge area. This platform is one stop place for anyone who wants to begin being a part of this initiative.  This collaboration has helped us come up with a platform which ensures accessibility across the globe.
  5. External vendors for online assessments
    The employees who have registered themselves are evaluated by the TechCEED team   with the help of online assessments.  We have collaborated with leading vendors providing online assessments for technology and project management knowledge areas. These credible assessments ensure that employees are properly tested on their levels of knowledge before certifying them as approved trainer/ SMEs.

Development & Implementation of Leaders Teach

It took 6 months to design, develop and launch this practice. Following were the various aspects of design, development and implementation:

1. Structure – A core team conducted a needs analysis. Based on the requirements, various options were debated before arriving at the final structure of the program. A process flow was defined for identification of internal trainers and subject matter experts.

2. Accessibility- A platform, accessible to employees across regions, was needed, where they could register themselves for this initiative. It was decided to create an online portal on the company intranet, where employees from business units could register themselves under a specific technology.

3. Evaluation In order to ensure the quality of training through internal trainers, employees who registered through the online portal were evaluated through online assessments and interviews with the existing SMEs. If the employee achieved a minimum required score in these assessments, the central team was to certify them as Approved Internal Trainer / SME.

4. Development–   Another important aspect was to ensure the development of internal trainers. Following were decided to be incorporated to ensure continuous development–

  1. E-Learning for trainers:  The Learning Management System contains an entire IT Library. It has more than 8500 e-learning courses under various categories. This learning repository provides adequate reference material for the internal trainers. New e-learning courses are added every month.
    Screenshot of learning management system
  2. Knowledge management portal- We have our internally developed knowledge management portal built on SharePoint platform. This portal allows networking and interaction among peers, trainers and subject matter experts. The portal also allows employees to blog, share best practices, upload and share learning resources.
    Screenshot of knowledge management portal
  3. Internal newsletters – Internal newsletters pertaining to various business units are circulated to employees. Various new initiatives, success stories, customer appreciation, sharing of new ideas and best practices are highlighted.
  4. Webinars – This is an initiative where senior leaders share their experiences and best practices.
  5. Train the trainer workshopsIt is conducted for trainers with the objective of grooming and helping them to develop training delivery skills.

5. Rewards and Recognition -   Following are the rewards for internal trainers & SMEs under this program –

  1. Cash rewards.
  2. Certificate for appreciation
  3. Xtra miles – an internal portal of appreciation where in miles or points are added that can be encashed after a certain number of miles are achieved.
  4. Top 5 Trainers or SMEs -  Top 5 trainers or SMEs are identified and recognized quarterly
  5. Club membership – According to the number of training hours put in, 3 or 4 or 5 star club memberships is given as recognition for trainers.
  6. Felicitation at the annual awards ceremony

6. Review and improvement - Certified Internal Trainer/SME status is reviewed once in a year based on the contribution over the past year. Certification of Internal Trainers/SMEs is auto renewed if certain number of hours of delivery and specific feedback is received. An SME needs to have participated in at least one activity of content building with minimum number of hours of effort invested. In the event of a certified internal trainer/SME receiving an average feedback of less than the benchmark for training delivered in a quarter, they  will need to work on the identified areas of improvement (communication skills/technical knowledge) and go through the evaluation process again to re-enter the certified pool of internal trainer/SME.

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