EMPOWERMENT“Investment in Human Capital”

Arun VermaDATA Inc.

Investment in Human Capital 2

SEGMENTSAbstract on EmpowermentStoryboard of DATA Inc.

Core DoctrineEvolution

Key Success FactorsBest PracticesChallenges

Investment in Human Capital 3

An Employee’s Wish ListCorporate MissionChallengeMeaningful Work; Variety of WorkTrust & ResponsibilityQuantifiable ResultsRecognition & PraiseTrainingMentoringCareer Path

ABSTRACT

Investment in Human Capital 4

Developing an EmployeeBoost Self-EsteemListen & Respond with EmpathyShare Feelings and RationalePromote ideas & suggestionsEncourage InvolvementProvide Support without removing Responsibility

ABSTRACT

Investment in Human Capital 5

Empowering an IndividualDELEGATE

Convey Key Result Area - DirectionEstablish Metrics & MeasurementPublish Goals

Monitor and SupervisePerformance Feedback vis-à-vis goalsMentor (Purpose; Process; Demo; Observe; Comment; Support)

ABSTRACT

Investment in Human Capital 6

Empowering a Team

For Operations & Governance• Establish Mission• Develop Operational Charter• Draw Limits of Empowerment• Meet them often• Cross Train members• Give Technical Training at the right time • Teach People Skills (interacting, solving, deciding, implementing)

• Permit members to lead meetings

ABSTRACT

Investment in Human Capital 7

STORY BOARDCORE DOCTRINE

• Initial Operational Model : “Staff Augmentation”• Business Model : “Preferred Vendor at Fortune 500”• Financial Model : “No Debt & Re-invest Profits in Expansion”• Subsequent Op. Model : “Staff Augmentation & Project Delivery”

DATA

INC

Investment in Human Capital 8

STORY BOARDEVOLUTION

PHASE I• 1983 – 1995 Initial Years

PHASE II• 1995 – 1997 Formative Years

PHASE III• 1997 – 1999 Reorganization & Investment

PHASE IV• 1999 – 2001 Leap Forward

PHASE V• 2001 – Expansion

DATA

INC

Investment in Human Capital 9

KEY SUCCESS FACTORSBEST PRACTICES

MENTORINGCONTROLLED EXPANSION.

Financial GrowthScale of Operations

DIVERSITYGLOBALISATION

Regions are empowered with independenceRegions are integrated for Functional Leverage

IMMIGRATION PARADIGMROLE OF MILITARY TRAINING

DATA

INC

Investment in Human Capital 10

KEY SUCCESS FACTORSCHALLENGES

LANGUAGE BARRIERCULTURAL BARRIERPROFESSIONAL SKILLSCLIENT ACQUISITION

DATA

INC

Investment in Human Capital 11

CONCLUSION

“I have never in the past 30 years have someone say to me on the show, that the reason I am so good at what I do is because I am smarter than everyone else. It is all because I have wanted it more, I worked harder, I focused more, I sacrificed more, and more importantly, I had a deep passion for the thing.” ~ Charlie Rose,