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How was TCI implemented?

Identification of stakeholders and their responsibilities

Following stakeholders were identified to develop and implement the solution:

  1. TechCEED (Central training team) – was responsible for conceptualizing, design, development and implementation of the solution across the organization
  2. BPR (Business Process Reengineering) Team – was responsible for developing the online diagnostic tool and hosting it on company intranet
  3. Chief Delivery Office – was the sponsor for the project and reviewed its progress periodically. This office reports directly to the CEO.
  4. HR team – was responsible for sharing inputs on the job families, roles and skills
  5. Management team in Strategic Delivery Units - were responsible for sharing inputs on the delivery unit specific roles and skills mapped to those roles.
  6. Training academies within each strategic delivery unit - were responsible for sharing inputs on the delivery unit specific roles and skills mapped to those roles.
  7. Branding & communication team – was responsible for branding, logo creation, webpage creation, internal marketing, employee communication and participation drives.
  8. Testing team – was responsible for user acceptance testing of the diagnostic and report bugs.
  9. Application support team – was responsible for addressing participant queries and issues.
  10. Analytics team – was responsible for coming up with TCI analysis, reports, calculations and conclusions.

Phases of the Solution Implementation

To implement this solution, a focused project team was set up. The project was implemented in 6 phases. The phases are described below:


TechCEED, the central training team conceptualized and designed the TCI framework with inputs from HR, leadership and delivery management. A blueprint for the diagnostic tool was prepared and an approach document was prepared. 49 roles were identified to be covered in TCI. Top 10 skills were to be mapped to each role. Five levels of skill proficiency were defined as – Basic, Advanced, Applied, Core and Research. For managers to rate an employee against each skill, a rating scale of 1-10 was defined. The interpretations of ratings were as below:

1 to 2 - Basic
3 to 4 - Advanced
5 to 6 - Applied
7 to 8 - Core
9 to 10 - Research


In second phase, the training team worked with all delivery teams to identify the roles unique to various lines of businesses. With the inputs collected, top-10 skills were mapped to each role. Also, weightages were assigned to each skill required to perform a role. Some of the roles covered are listed below:

  1. Application designer
  2. Build and Release engineer
  3. CAD engineer
  4. Configuration controller
  5. Content Management Executive
  6. Customer Support/ Helpdesk Executive
  7. Database Administrator
  8. Database Designer
  9. Design Validation Tester
  10. Design Engineer/ Mechanical Engineer
  11. Developer Junior
  12. Developer Senior
  13. FEA Analyst
  14. Functional Consultant
  15. Hardware Design Specialist
  16. Industrial Designer
  17. Lead Consultant
  1. Malware Researcher
  2. Performance Tester
  3. Performance Tuning Specialist
  4. Product Owner
  5. Production & Operations Support
  6. Project Lead
  7. Business Analyst
  8. Scrum Master
  9. Security Consultant
  10. Shift Lead
  11. Support Analyst
  12. Support Engineer
  13. System Administrator
  14. Technical Consultant
  15. Technical Lead
  16. Technical Specialist
  17. Web designer


The central training team shared the requirement document with the BPR team, which helped in the development of the online diagnostic tool. The team initially developed a prototype and shared with the training team, which after a review, shared its feedback. Based on the suggestions, BPR team developed the diagnostic tool using Visual Studio 2008, SQL for database and IIS web server. The testing team performed the user acceptance testing and the issues found were fixed.

A screenshot of TCI tool
A screenshot of TCI tool​


The online diagnostic tool was hosted on the company intranet. Once the tool was ready, the branding & communication team worked with various delivery units to create awareness about the initiative. Training sessions were conducted through live meeting to educate managers about the tool, and the guidelines for rating the employees in their project. Once TCI was launched across the organization, managers were asked to login to the diagnostic tool and rate the employees, within their project, on their technical competency levels. The application support team set up a helpdesk to address the queries and issues of participants. 20762 employees were covered in 2177 projects, who were rated by 1187 participating managers.

Awareness mailers on TCI sent to employees
Awareness mailers on TCI sent to employees​


The analytics team helped to calculate the TCI score at org-level, line of business level and project level. More than 1500 detailed and customized project-specific TCI reports were generated and shared with the leadership and management within all lines of businesses.


Based on the gaps identified in the TCI report, the central training team shared recommendations with all the strategic delivery units, to address the skill gaps and set goals for TCI improvement. Appropriate training interventions were suggested to different teams. TCI score was baselined as a reference point for tracking improvement in future.

A sample of TCI recommendations
A sample of TCI recommendations

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