Specialized Account Assessments

Overview Module

IBM Confidential
2016 IBM Corporation

Overview Module Objectives

Provide a high level overview of Specialized Account Assessments
Understand the history, objectives, methodology of Specialized Skill
Assessments
Understand the overall process flow used during Specialized Account
Assessment projects
Understand the Milestones of the Project Timeline
Identify the HR resources available to assist you and answer queries

2016 IBM Corporation

Training Modules for Specialized Account Assessments

Overview Training
History, Objectives, Methodology
Process familiarization
Roles in the process
Timeline milestones
SME Training
Identify critical skills needed to support this account
Coordination with Assessing Manager:
Review list of critical skills
Determine job roles of resources to be assessed
Identify required Skill Proficiency Levels for each critical skill and job role identified
Assessing Manager Training
Coordinate and review skills and resource job roles with SME
Identify each resource that performs these skills for this account and enter the
resource information
Assess each resource on the team (including SME) against each of the critical skills
identified

2016 IBM Corporation

Specialized Skill Assessment and Learning Path Creation Overview

History: Created at the request of Joanne Collins-Smee to close account specific skill issues
Objectives:
1. Perform a deep dive comprehensive skills assessment to determine resource skill
proficiency / skill gaps in the most critical skill areas determined at an account level or
proactively on a job role basis for GTS globally.
2. Develop education roadmaps that address skill gaps of the IBM resources.
Methodology:
A. Scope: All resources : IBM employees, SubKs, etc. charging time to the account are
assessed. Analysis is divided into resources charging more than 30% of their time and
resources charging less than 30% of their time.
B. Assessment: This is NOT a self-assessment. The assessment is done by the Manager or
Team Lead and only for the critical skills identified jointly by the account team /
Infrastructure Services Delivery team or critical Job Role owner that are paramount for
successful performance and/or SLA attainment. Not self-assessment
C. New Database: Use the Specialized Account Database created to capture assessments
on defined skills and the required skill level for each skill in conjunction with corporate
scale (Scale of 0 = No Skill ... 4 = Innovative Leadership)
D. Analysis: Based on analysis, create individualized Heat Maps for each skill for each
resource to highlight the areas of skill proficiency & deficiency
E. Education: 1) Develop learning roadmaps that address skill deficiencies. The final
account or JR specific learning roadmaps will be available via the GTS Expertise Edvisor
(GEE) as part of the GTS Workforce strategy
F. Outcome: Provide final analysis and recommendations to the account & Infrastructure
Services Delivery teams for their execution
G. Governance
: Establish initial process to track & ensure gap closure of resources.
4
IBM CONFIDENTIAL
2016 IBM Corporation

Example: Project Focals

2016 IBM Corporation

Skill Assessment Process Workflow

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2016
2014 IBM Corporation

Project Timeline

2016 IBM Corporation

HR Project Focals & Team

Bob Fesler
Bob Fesler/Charlotte/IBM

Malinda Crosby
Malinda B Crosby/Dallas/IBM

Kim English
Kimberly A English/Boulder/IBM

Grissell Frascino
Grissell Frascino/SterlingForest/IBM

2016 IBM Corporation

Your Next Step

SMEs
Complete the detailed SME Training Module

Assessing Manager/Team lead

Complete the detailed Assessing Manager Training Module

2016 IBM Corporation