Gain the business advantage Improve people performance nbsp;· Slide title minimum 48 pt Slide subtitle minimum 30 pt Gain the business advantage – Improve people performance

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  • Slide title

    minimum 48 pt

    Slide subtitle

    minimum 30 pt

    Gain the business advantage Improve people performance

  • Slide title

    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 2

    WHAT DOES ERICSSON KNOW ABOUT COMPETENCE?

    With our experience in operating

    multiple networks with 370 million

    subscribers we have built our

    capability to manage competence

    requirements for telecom staff.

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 3

    What challenges Do you Have?

    SECURE CAPABILITIES FOR

    NETWORK PERFORMANCE

    DECREASE COST & RISK IN

    COMPETENCE SHIFT

    INCREASE EFFECTIVENESS OF

    COMPETENCE MANAGEMENT

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 4

    Secure capabilities for network performance

    - A CASE

  • Slide title

    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 5

    THE SOLUTION

    THE CHALLENGE

    Secure capabilities for network performance

    Operational Readiness Program including:

    Competence transfer program (SKT) for key engineers

    Competence Gap Analysis (CGA) though online assessments

    Competence development plans for key personnel

    Blended learning with a mix of ILT, SKT and OJT activities

    Regular KPI reporting on the progress

    Poor network quality

    Competitor launch, need to improve market perception

    Major sporting event with advanced 3G services

    Low customer satisfaction, increasing churn

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 6

    Secure capabilities for network performance

    THE RESULT

    ERICSSON 1

    - Starts network operational responsibility

    - Improves service quality

    - Provides competence transfer

    CUSTOMER 2

    - Takes over from Ericsson

    - Maintains service quality

    - Competence transfer completed

    1

    KPI fullfillment (%)

    2

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 7

    Secure capabilities for network performance

    Ericsson brings a

    world-class skill set to

    those areas where we

    need to improve Customer CTO

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

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    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 8

    Decrease cost & risk in competence shift - A CASE

  • Slide title

    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 9

    Decrease cost & risk in competence shift

    THE SOLUTION

    THE CHALLENGE

    Multi-country operator in expansion & growing rapidly

    Preparing for 3G competence shift across diverse OpCos

    Misaligned people, processes, systems and data structures

    Poor competence and talent management strategies

    negatively impacting recruitment and retention

    Aligning people, processes and systems across all OpCos

    Standardization, leveraging synergies and re-use,

    Aligning Job roles & career structure

    Competence Gap Analysis (CGA), Assessment Programs,

    Structured Knowledge Transfer (SKT) to manage 3G

    competence shift

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

    !"#$%&'()*+,-./0123456789:;?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~fifl

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 10

    Decrease cost & risk in competence shift

    THE RESULT

    0%

    10%

    20%

    30%

    40%

    50%

    60%

    70%

    80%

    90%

    100%

    AS IS TO BE

    Senior Experienced Assessed

    Desired competence pyramid reached

    Job rotation program to utilize over-

    skilled staff

    Increased business focus through

    integration of Competence and

    Performance Management processes

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 11

    Decrease cost & risk in competence shift

    We needed a partner to develop

    this framework with us building

    on years of in-house expertise

    while incorporating industry best

    practices and operating models Group Engineering and Planning Director

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    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

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    minimum 20 pt

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 12

    Increase effectiveness for competence management - A CASE

  • Slide title

    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

    !"#$%&'()*+,-./0123456789:;?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~fifl

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 13

    Increase effectiveness for competence management

    THE CHALLENGE

    THE SOLUTION

    THE CHALLENGE

    Parallel structures with high competence mngmt cost

    Low visibility on full cost picture

    Urgent need to prepare for large 3G competence shift

    Service Level Agreement for Competence

    Management

    Common competence management process

    Consolidated training plans, budgets and forecasts

    External certification programs

    Increased use of eLearning to reduce travel costs

    Use of KPIs for vendor management

  • Slide title

    minimum 32 pt

    (32 pt makes 2 rows

    Text and bullet level 1

    minimum 24 pt

    Bullets level 2-5

    minimum 20 pt

    !"#$%&'()*+,-./0123456789:;?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~fifl

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    text in the footer area Learning Services Customer Presentation | Ericsson AB 2010 | 2010-04-30 | Page 14

    THE RESULT

    Increase effectiveness for competence management

    Certifications

    Time to 3G and IP competence & fast

    induction of new employees

    Cost effective methods & talent retention

    Control of cost, quality and planning (for