Raj Ramachandran - Accenture Learning Trend - Deep Specialization and Academies

8/2/2019 Raj Ramachandran - Accenture Learning Trend - Deep Specialization and Academies

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Copyright 2010 Accenture All Rights Reserved. 1

Key Trends

that Impact theLearning

Industry

Dr. Raj

RamachandranAccenture


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Copyright 2010 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.

Learning TrendDeep Specialization & Learning Academies


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About Accenture

A leading global management consulting, technologyservices and outsourcing company

180,000 employees worldwide in nearly 50 countries

US$25 billion in net revenues (2009)

Mission: Deliver innovations that help our clients becomehigh-performance businesses and governments


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History of Expertise

Socrates said I observe that when a decision has to be taken about

some building matter, they send for the builders to give their adviceabout the buildings. If anyone else tries to give advice, whom they dont

regard as an expert, no matter how handsome or wealthy, they still willhave none of him.

1) Grasp of Method need some place

to start, fundamentals or foundation

knowledge of the concept, mind you that

it can be taught, in fact it must be taught

2) Repeatable need lots of

opportunities to practice in your domain

of expertise (10,000 hours)

3) Requires feedback need a teacher,

coach, mentor to constantly guide you

through it

4) Personal motivation or ambition

because it is difficult, you need to a high-

degree of motivation to sustain the levels

necessary to become an expert

4 Elements of Deliberate Practice

An Ancient Proficiency Scale for Expertise


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What Clients Value about Accenture

On our best day, ourstarting point is thebest way weve ever

done it somewhere in

the world and weinnovate to make itbetter

Accenture is a talent-driven business.


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Building Specialized Skills @ Accenture


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Continuous Learning Model

Blending formal and informal approaches maximizes learning time andspeed to performance.

Communities of Practice Specialty Networks Mentoring

Training Performance Support Knowledge Assets

Staffing Coaching On the Job Learning

No amount of training alone will get us to deep specialization. People need

feedback, targeted learning assets and specific on the job experiences.



The foundation for developing skill is supporting deliberate practice for the

individual giving people ways to constantly work on their growing edge.

ProficiencyLevel

Enabling Specialization

Level 4Expert

SME role in Community of Practice and training development Advise on varied cases; collaborate w/peers to advance specialty

Experience

&Collaboration

Level 3

Advanced

Job assignments focus on breadth across contexts; QA review

work in specialty area Teach and mentor others

Level 2Proficient

Job assignments focus on growth: increased complexity,functional or technical area

Share problems/stories with peers & more experiencedpractitioners

Level 1Novice

Hands-on Classroom learning or simulations Realistic work tasks with feedback

Training

Level 0Trained

Online Learning, Knowledge Assets build body of knowledge Practice activities with feedback build basic skills



Generating Sales with Industry SpecificOfferings and Frameworks

Leveraging High Performance Business

Building Foundational Industry Knowledge

Industry Virtual SeminarSeries

HPB Virtual Series:

Our people build expertise in both the standard industryperspective andAccentures point of view.

S&P Industry Survey Reports

Existing Industry Overview andKX topic pages

Business Overviews / End to end Process stories

Strategic Business Simulations

Industry Virtual Seminar

Series

StandardIndustryView

Accentures

HighPerformance

PositioningView

S&P Industry Survey Reports

Industry Publications

RSS Screensavers

Selling Industry OfferingsWorkshops

Project

Experience

within

Industry

Deliver

Design

Architect

Sell

& Innovate

Industry

CoPs,

Hubs

Leverage

Contribute

Lead

Sponsor

Formal Learning Experience Collaboration



Building Learning Academies @ Our Clients



What is a Learning Academy?

A comprehensive approach to organizational skill

development, built on a foundation of a

functional/industry-based competency model,

delivered through a suite of independently available

learning products and services which should include:

Competency based providing data about employees skill

needs today and in the future.

Specialized content driven by functional/industry expertsfrom within and outside of Accenture.

May include certification via 3rd parties where

appropriate/possible.



The Anatomy of a Learning Academy

CompetencyModel

To-BeCompetency

Targets

Skill GapIdentification

Curriculaand Learning

CoursesAssessment Certification

Technology Infrastructure / Social Learning

1 2 5 643

7



Types of Learning Academies (Some Examples)

Supply ChainAcademy

Procurement

Planning&

InventoryM

gmt

Logistics

Manufacturing&

ProcessImprovement

Functional Academies

Sales

Operations

Finance

RiskManag

ement

Operations

Accounting,

Tax,

SOX

Compliance

Effectiveness

Pricing/

Compensation

Areas of Focus (sub-Academies)

ITServiceM

gmt

ITBuild

ITRelations

hipMgmt

IT Industry Specific

Retail

Trans

portation

En

ergy

Healthcare

CPG
http://www.supplychainacademy.com/home/default.htmhttp://www.supplychainacademy.com/home/default.htmhttp://www.supplychainacademy.com/home/default.htm



In Practice: Connecting New Solutions with BusinessProblems (Finance Academy Example)

Concept

Demo

Prototype

Solution

Pilot

BusinessOpportunities

Application ofTrends in Learning& Technology



Questions?

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Raj Ramachandran - Accenture Learning Trend - Deep Specialization and Academies

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