Building a Learning
Organization - 40%
Improvement in Competency

A foreign exchange commercial bank needed to build robust Digital Talent to support its transformation journey. They needed a solution that will cultivate a continuous process of learning in the organization.
Challenges

These are the challenges that we were facing

Agile Business
Build a sustainable model for continued in-house digital talent development to become self-reliant
Continuous Learning
Building the learn-ability muscle to create a resilient workforce that is capable of picking up new things and pace the learning
Team Alignement
The IT and Business teams were not aligned in terms of what success meant for the initiative
Team's Vision
There was no Shared Vision for the entire team to rally around
Outcomes

Key outcomes from the project

40% -> 6 Academy's rolled out over 24 months, churning out over 150 graduates. Covered over 5 programming languages and DevOps concepts. Measured and showcased a 40% increase in the overall competency.
30% -> Demonstrated a visible 30% reduction in time to launch.
20 -> Enabled over 20 internal trainers for continuity. The program is now being sustained internally with support when required.
More clarity on where and on what to invest
Solutions

Solutions that have been provided

16 Week Course
The solution crafted was a "Digital Academy" program. The program was designed to be an extensive 16-week course.
Digital Academy
The first 8 weeks were run as "Academy" - classroom sessions with hands-on training. This covered best practices in Coding, Agile Programing, Pair Programming. TDD in the languages and technologies that were chosen for the batch.
Enablement Phase
The second 8 weeks was the "Enablement" Phase where the students would join a live project as a team member and start contributing there
Student Measurments
The students were measured on their learning and how well they apply their skills on the ground.
Trainer Bootcamp
To make this scalable, we introduced a "Trainer" Bootcamp to help train senior graduates to become the faculty along with our trainers.
Graduates Integration
Our organization and process design was tweaked to support this Academy program, helping absorb the graduates from this academy  into various workstreams
More Case Studies

Checkout Some Of The Articles From Our Blog

Taking learning to the eXtreme - 24 Week Talent Attraction Program for a Pension Bank in Indonesia

A Pension bank in Indonesia wanted to make a long-term investment in talent.....

Enabling a team of DevOps Engineers to manage the entire Digital Banking Platform

A large bank in Indonesia wanted to build a complete Digital Banking Platform. For that, they......

Rapid Experimentation with Digital Teams for Lean Pivoting, at a Bank in Jakarta

A business unit within a large Bank, that had a need for rapid experimentation and validation of.....
Case Study
Building a Learning Organization - 40% Improvement in Competency
Project Overview
A foreign exchange commercial bank needed to build robust Digital Talent to support its transformation journey. They needed a solution that will cultivate a continuous process of learning in the organization.
Challenges
Build a sustainable model for continued in-house digital talent development to become self-reliant
Building the learn-ability muscle to create a resilient workforce that is capable of picking up new things and pace the learning
Outcomes
1
40% -> 6 Academy's rolled out over 24 months, churning out over 150 graduates. Covered over 5 programming languages and DevOps concepts. Measured and showcased a 40% increase in the overall competency.
2
30% -> Demonstrated a visible 30% reduction in time to launch.
3
20 -> Enabled over 20 internal trainers for continuity. The program is now being sustained internally with support when required.
Solutions Provided
1
The solution crafted was a "Digital Academy" program. The program was designed to be an extensive 16-week course.
2
The first 8 weeks were run as "Academy" - classroom sessions with hands-on training. This covered best practices in Coding, Agile Programing, Pair Programming. TDD in the languages and technologies that were chosen for the batch.
3
The second 8 weeks was the "Enablement" Phase where the students would join a live project as a team member and start contributing there
4
The students were measured on their learning and how well they apply their skills on the ground.
5
To make this scalable, we introduced a "Trainer" Bootcamp to help train senior graduates to become the faculty along with our trainers.
6
Our organization and process design was tweaked to support this Academy Program, helping absorb the graduates from this academy into various workstreams
Useful Links
Reach Us
Greyamp Consulting Pvt. Ltd.
3rd Floor, #15, 9th Main Rd, Susmishi Complex, Sector 6, HSR Layout, Bengaluru, Karnataka 560102.
© 2022 Greyamp Consulting. All Rights Reserved