Taking learning to the eXtreme
A Pension bank in Indonesia wanted to make a long-term investment in talent and quality, via a talent attraction program for fresh engineering graduates. Greyamp was to identify the right program to quickly upskill the talent and keep them engaged. We needed to build in skills around XP, good coding practices, and approach to problem solving within the bank.
The recruitment process was run independently, and the initial set of candidates did not have the basic background to compete fairly in the program. For this we needed to Identify internal coaches to make the program sustainable for the Bank over time. Alignment of internal teams around their expectations from the trainees in immediate delivery projects vs. the long-term goal of the bank was a key challenge that needed to be addressed.
Greyamp’s involvement in the 8+16 weeks program was to provide hands-on experiential coaching – classroom based (8w), and handholding on live delivery projects (16w). Greyamp involved itself in the screening process that improved the quality of candidates in the second batch. We identified internal coaches to be a part of the program as attendees initially with a goal for them to eventually front-end the same.
The Bank was able to infuse young, enthusiastic talent into the bank, with a strong grounding in XP and good practices. Their approach and quality of output was visible to the delivery teams they were a part of, building an interest overall within the Bank to find ways to deliver better.