nipm istd seminar 2012 anthelio health

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© 2011 Anthelio Healthcare Solutions Inc.; Proprietary and Confidential. All Rights Reserved.

Gen Y ….Learning & Development

29th Jun 2012

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Wow

Biulidng Golbllay cmopetitvie and

Sutsianalbe ograniaztoin.

wtih

We are not a usaul cmopnay, Itnellegint poelpe uednrsnatd taht vrey fsat

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What is Global

• I eat Chinese food

• I watched AVATAR - American movie

• I drive Japanese car

• I play game of British - Cricket

• I use Laptop from Taiwan

• I use Canadian Blackberry Phone

• I enjoy French Vanilla coffee

• I wear a Swiss watch.

So am I global ?

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Local Customers

1. Mc Donald2. Citibank

Then why do you need Global people

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What are challenges for Global

• Communication, Interaction, Behavior

• Time Zone

• Currency

• Language

• Food

• Entertainment

• Culture & Sensitivity

• Diversity & Inclusivity

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Sustainable Organization

Size of Talent Pool

Ski

ll Le

vel

Demand

Supply

Dearth of Skilled Labour

Dearth of Skilled Labour

Surplus unskilled workforce

Surplus unskilled workforce

And what has Y to do with it….

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Labor Distribution

Source : Mckinsey : UN Population Division

0-14; 27%

15-29; 25%

30-54; 32%

Above 54; 16%

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Anthelio at a glance

68%

29%

3% Age Distribution

Born after 1980 Born between 1970 - 1980

Born Before 1970

• We started operations in India in December 2008• We have around 600+ employees in India spread

over Hyderabad and Mumbai• Since inception Gen-Y constitute 50% of population• Since beginning we focused on creating the employee

friendly environment and took employee inputs for creating our policies and way of working.

Standard Gen Y Practices in place

Brief Introduction

1. Flexi-Timings, Work from Home, Flexible Holidays 2. Friendly Attire policy – Everyday is a Friday3. Flat structure and Open communication4. Open Door Policy, “First Name” Culture, 5. Equal opportunity, respect for individual6. Challenging work7. Growth not constrained by Timelines 8. Meritocracy9. Work Life Balance10. Celebrations 11. Formal Skip Level & Focus Group Meetings

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Research to understand GY needs

Understanding the change in past 20 years

What Changed in past 20 years

1. Bank Credit Card ATM Online Banking Tele banking Airtel Money

2. Postcard Telegram Phone pager Cell phone Smart phone

3. Home Food Hotel Chinese McDonald Pizza

4. Joint Family Nuclear Family

5. Govt Private IT BPO Retail Others OptionsAna

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What it means for Gen Y

1. More options are available2. Ease in life has increased3. Communication is faster.4. Independence has increased5. Skills is more important than education6. Open Mind set / Liberal outlook7. Prefer practical approach8. Increased expectation due to given things in

the environment outside organization.

Asked Gen Y – How they want it

Method of taking inputs

1. Consolidation of training feedbacks2. Leadership Dialogues3. One to one meetings4. Focus Group meetings5. Intranet voting

What they wanted

1. More Learning & More communication2. Meaningful Learning3. Focus on skillsets 4. Application of knowledge5. Interesting & kinesthetic approach6. More collaboration7. Self Promotion8. Value in CV

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Y Learning & Development …

Our Learning and Development was not working as expected.

Self Learning

Organisational Development Training(Behaviour)

Work and LifeExperiences(Feedback)

Competency BasedTraining (Functional &Leadership)

Personnel Development(Talent Management)

Anthelio Learning & Development Framework

Problem..

Conducted study and found that Gen Y did not appreciate knowledge based classroom courses and trainings for just sake of completing training hours

Analysis

AmendmentsDefined competency framework(To provided sense of accomplishment)

Introduced e-Learning solution(Invested $250 K for e-Learning to help self learning)

Introduced certifications(To cater to sense of achievement and professional development)

Introduced collaboration toolsTo facilitate learning from each other and problem solving

Knowledge to Application of KnowledgeClassroom programs designed for application of knowledge. Introduced simulations

Interesting & exposure focusedPrograms designed to keep interest live, experimented with multiple variables.

Total Rewards - Motivate to LearnIntroduced Mercer Total Rewards comp framework to make employees realize investment on learning.

Introduced Learning framework

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Learning Programs

Learning Style based programs

On the Job Learning

Self LearningPrograms

360 Degree Feedback

Exposure Education & Certifications

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Leveraging Technology

Awareness

1. Advertising courses2. View Training calendar

My Status

1. View learning account2. View training needs3. Plan your development4. Nominate yourself

Collaboration

1. Advertising courses2. Enabling Training calendar

Collaboration

1. Help in problem solving2. Collaborate with people of

similar skill sets3. Earn points

Self Learning

1. Attend e-Learning courses2. Read Books online

Certifications

1. Take tests and get certified

Collaboration

1. Advertising courses2. Enabling Training calendar

Share your Learning

1. Share articles2. Share solutions / cases3. Record videos and load

Halo Café - Intranet Halo Café - Intranet Corp wiki

Passport to Learning Halo Café - Intranet Halo Café - Intranet

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Communication to target audience

• Special campaign was created coining “Anthe-tude”

• Employees acted as models in a month long communication drive.

• Communication was driven through Portal, Notice Board, Open Houses, Posters, training programs, Leadership communications.

• “Nukkad Nataks” were conducted demonstrating how contents of training programs.

• Program restrictions for nominating oneself worked well.

• Mega Launch of e-Learning Portal, My Learning account established credibility.

• Collaboration platform and point system proved contagious.

• Mailing campaigns and branding training programs worked well.

Still from a nukkad natak

Employee modeling for ALA

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Thank you

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What improved…(example)

In patient CodingED Coding

OPV CodingSDS Coding

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0.5

1

1.5

2

2.5

3

3.5

4

4.5

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MI

Dallas

Competitive Advantage

• Productivity• Customer Satisfaction• Learning speed• Attrition• Risk• Fitment

&

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What only thing we needed was..

SUPPORT

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Thanks!

We know their pulse now…

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