Digitalising capabilities management in leading Telco company – 2024 perspective
Implementation
Telco
Europe
Dominik Zuk
Co-Founder at Innsyte
Author’s historical experience before founding Innsyte
A leading global Telco company with over €15 billion and more than 50 mln of clients invested in a scalable HR analytics system for standardised, scalable and automated re-skilling program management. The client faced challenges related to limited capacities of HR partners and area to grow in understanding of the employees profiles.
Employees to be re-skilled: 2,500+
Skills under management: 300+
Time to build the solution: 4 months
Business impact: scalable employees re-skilling capability enablement
Problem: personalised development plans with digital enablement
The need for personalised development plans was evident, given the company’s vast scale of operations. With over 2,500 employees targeted for re-skilling in just one country, and plans to expand this initiative across 15 operating countries, the challenge was substantial. The team engaged closely with Subject Matter Experts (SMEs) in one of the European branches to define re-skilling paths and develop the necessary tools to support this ambition. This engagement was crucial in addressing several business challenges:
- High volume of employees requiring re-skilling
- Limited visibility into existing skill sets
- Digital literacy gaps
- Complex re-skilling logic involving at least 100 target profiles
The business case centered on enabling the organization to manage a scalable and data-driven re-skilling program, ultimately enhancing employee satisfaction and motivation.
Solution: employees potential unlocking with HR analytics
The initial phase of the project saw plans to re-skill the first 300 employees, with a broader vision to extend this across more than 15 operating countries. The impact of this solution has been profound:
- Scalability: the HR analytics platform is designed for widespread adoption, catering to the company’s expansive operational footprint
- Independence: it enables the company to independently maintain, use, and evolve the tool, marking a significant shift towards self-sufficiency in talent management
- Engagement: the pilot phase generated considerable interest among stakeholders, underscoring the solution’s potential to revolutionise how the company manages talent
This approach not only facilitated the re-skilling of employees but also empowered business stakeholders to easily update and manage the system, ensuring its longevity and adaptability.
Impact: scalable platform to manage talent potential in HR
The initial phase of the project saw plans to re-skill the first 300 employees, with a broader vision to extend this across more than 15 operating countries. The impact of this solution has been profound:
Roles such as Talent management champions, Business Analysts, and BI Analysts were pivotal in this transformation, facilitating the transition towards a more insightful and data-driven approach to talent management.
“While being part of a Telco company’s digital transformation, I tackled the immense challenge of building the tool to support re-skilling thousands across multiple countries, using HR analytics. Despite facing complex re-skilling logic, our efforts culminated in a scalable HR analytics platform that revolutionised talent management, emphasising the transformative impact and potential of digital solutions in the HR landscape.“
Dominik Zuk, Co-Founder at Innsyte
Lessons learnt from HR analytics in managing employees’ re-skilling
The journey of digitalising capabilities management for the customer representseda significant leap forward in HR analytics. By embracing a data-driven approach to re-skilling and talent management, the company has not only addressed immediate operational challenges but also laid the groundwork for sustainable growth and employee development. This initiative showcases the immense potential of HR analytics in unlocking employee potential and driving organisational success in the digital age.
Scalability of solution
The project’s scalable data model showcased its broad applicability, suggesting that similar approaches can be adopted by various companies for efficient re-skilling.
Monitoring and gaps assessment
Built solution lacked of integrated tracking for assessments and re-skilling outcomes emphasised the importance of robust monitoring within HR analytics to evaluate effectiveness comprehensively.
Technology neutrality
The solution’s reliance on data models rather than specific technologies allowed for easy integration across diverse tech environments, enhancing adaptability.
Potential for automated recommendations
The absence of machine learning for personalised employee recommendations highlighted an area for improvement, pointing towards the potential benefits of incorporating ML or AI for more automated approach.
Check how this project could look like in your company.
In the meeting, we will ask targeted questions about your specific business situation to assess how our solutions align with your objectives.
