accelerate your ambition

Accelerate your Ambition

Driving growth through award winning

talent management

Nicolene Hogg

Head of Development

“You don’t build a business.

You build people and then

people build the business.” – Zig Ziglar

Dimension Data today

2013 global

revenues of

USD 5.8

billion

73% of Global Fortune 100 and

59% of Global Fortune 500

are Dimension Data clients

Client-centric,

services-focused

business

Extensive experience in

emerging

markets

Over 24,000 employees

with operations in

58 countries

across 5 regions

Over

6,000 clients across all

industry sectors

ITO

SI Services

ITaaS

Communications Networking DC End-user

Computing

Security

Each BU value

proposition comprises:

Technology,

SI Services,

ITO and

ITaaS

2014: 24 000+

1983: 3

Organic Growth and Acquisitions

2,400 job titles for 9000

employees in 2007.

Ration of 3.5 employees

per job title. Job title

proliferation.

Business hampered –

cannot find resources,

cannot submit accurate

bids, cannot do resource

planning.

SABA enabled

solution

Inability to provide accurate

statistics to internal

stakeholders, vendors, partners

or potential clients on

numbers of

employee types.

No standard

taxonomy of titles.

Managers assigned

meaning to job titles

based on their

experience.

HR hampered – employee

promotion, succession

management, workforce planning

and bench strength difficult to

execute.

Employee retention affected by lack

of visible career paths.

The problem…

If we ran a Wal-Mart,

we might risk:

► promise a client a product that was out of stock

► purchase more of a product of which we had plenty in another isle

► price inconsistently

► price to high

► price to low

► be unable to use systems and processes optimally

► give conflicting messages to clients

► classify the product in inconsistent ways

► pay too much

► pay too little (Our “products” leave us when we do.)

► make poor strategic decisions because our MIS is unreliable

people are the products In a services – led organisation

Bleeding money • Not to mention money lost on under-pricing,

• Sales opportunities lost because of overpricing,

• Redoing services because the first resource was not

competent enough,

• The value of services we give away currently because

the skills aren’t valued,

• The cost of sourcing contractors when we have a

perfectly good resources sitting idle in the next office

• The damage to brand when we underperform and

• The cost of reskilling junior guys because we burn the

more skilled senior one

• High attrition because employees don’t see a future

• Employee engagement & satisfaction

Integrated Job & Careers Framework

Identify jobs, define job descriptions and list skills, competencies and experience

1 Build Job Framework

Build jobs in SABA, link employees to jobs & perform competency rating

2 Build & rate in Saba

Create Career Portal on company intranet - Wired

3 Integrate career paths

The Objectives By doing this

4. Rate employee’s competency against requirements

3. Link every Dimension Data employee to a job.

2. Define and document every job in Dimension Data

1. Identify every existing job in Dimension Data

3. We will know how many employees we have in the

different jobs

4. We will know how competent our employees are

and which future jobs they can be developed for

2. We will know what kind of competencies and skills

employees in those jobs require

1. We will know what kind of jobs we have in

Dimension Data

Dimension Data Job & Careers Framework is a centralised, measurable and standardised job

framework for all jobs in the organisation.

Logical groupings of jobs & career paths based on function

Example: Managed Services, Professional Services

15 frameworks

Step 1: Build Job Frameworks

Grouping of related

jobs based on

• Job intent

• Type of work

• Execution of work

• Outcomes of work

Job framework structure

Jobs are grouped

in a job family

Jobs are standard

types of jobs

template

700 unique jobs

across all

frameworks

Step 2 : Create jobs and competencies on SABA

Step 2: Map and Rate Employees

accelerate your ambition 15

Job dashboards

© Copyright Dimension Data 16 27 October 2014

Career Portal

Careers Portal

Integrated portal for employees

to take ownership of their jobs,

careers and development.

Supported through dedicated career

campaigns in each region

Step 3: Integrate with Careers &

pathing

Careers Pathing:

Each job maps

out at least 3

possible career

paths

Recommended

Career Paths

Role of learning catalogue in closing competency gaps

Learning Gaps

Personal Development Plans

Map against career interest

Bersin Case Study – Integrated Job & Careers Framework

Executive scorecard

Reinvigorate

Systems Integration

Services

Extend

into IT outsourcing

Improve

go-to-market

capability

Accelerate

Networking, Security,

and Communications

market share

Drive technology

value proposition

Consistent, quality delivery Faster and market-relevant

client offerings

Fast, agile, and efficient

Implement S2A

Improve sales

effectiveness

Transform managed

services

Exploit cross-BU/SU

opportunity

Implement

COE and CDO models

Lead with

consulting

Position and deliver

business value

Leverage global

platform

and local expertise

Improve

international client

experience

Build strong and

enduring

relationships

Drive a learning

organisation

Build our

client-centric

culture

Attract and develop

great people Live our values

Improve employee

experience

Drive a learning

organisation

Secure

ITaaS

opportunity

Execute

investment plans

Geographic

expansion

Accelerate

innovation

Double addressable

market

Data Centre and End-

user Computing

Transform

Profitable

growth

Client experience

Operational

effectiveness

Winning culture

Build our brand

Saba supporting our Learning Culture Model

Leadership &

Management

People

practices

Business

practices

Sponsor, support & enable

Executives

Leadership

Forum

Develop Great People

Workforce Planning

Performance Management

Engage

Positioning & Communication

Recognition

Attract

Client Centricity

Innovation & Risk Taking

Knowledge Management

Metr

ics

Employee, Team & Organizational Learning

Business

Outcomes

Client Satisfaction

New products &

services

Market Share

Business Value

Encourage

Reflection

Demonstrate

Learning value

Enable

knowledge

sharing

Empower

employees

Learning as a

process

Guiding Principles

Line

Management

Build Trust

New acquisitions & ITO

Short term roadmap

Medium term roadmap

Long term roadmap

Short- to long-term practices to support the building of a learning culture

Saba supporting

some practices

“If the rate of change outside the organisation

is happening faster than the rate of

change inside – you have a problem.”

– Jack Welch