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![Page 1: Talent Management and Workforce Development Spring 2014 Anca, Divya, Emerson, Neha, Robert Diversity in Talent Management at Amdocs.](https://reader036.fdocuments.in/reader036/viewer/2022062421/56649ddc5503460f94ad3b82/html5/thumbnails/1.jpg)
Talent Management and Workforce Development Spring 2014
Anca, Divya, Emerson, Neha, Robert
Diversity in Talent Management at Amdocs
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Company Background
Amdocs is a global provider of software and services for telecom companies. The company focuses on developing, implementing and managing software
and services associated with business support systems (BSS) and operational support systems (OSS)
With 30 years of experience, revenue of $3.2 billion in 2013, Amdocs has over 20,000 employees in more than 60 countries
Major Customers:
AT&T, T-Mobile, Sprint, US Cellular
Vodafone, Orange, Telefonica, Claro
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Competitors Amdocs' competitors are split between a number of companies that service the global telecom markets:
Providers of BSS /OSS solutions:
Network equipment providers:
Systems integrators:
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Amdocs Workforce Overview
• 5 major locations in US: St. Louis, Atlanta, Dallas, San Jose, Seattle
• Large expat community from Israel and India
• Many employees work remotely or from customer site
• Most of the HR team in based in Israel, at the global headquarters
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Amdocs Core Values
Each of us has individual strengths and weaknesses. By acting together in synergy we contribute as a whole to our common goal.
New sales are the lifeline of our company, ensuring longevity and prosperity for all stakeholders. We all share this responsibility.
We are committed to true customer satisfaction and success, which leads to long-lasting partnerships.
We continuously strive for excellence by “raising the bar” and delivering the very best to our customers.
We are a people-oriented business. We genuinely care for each other.
We strive to maintain a lean organization, lowering the total cost of ownership and providing real value to our customers.
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Snapshot of Current Program
• Internal Job Board
• Training/Learning Programs
• Performance Management Program
• Expat Assignments
• Competency Based Career Planning
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Amdocs Competency Model
What is needed from leaders to drive a high performance culture Apply as a whole to all leadership roles
Leadership Competencies
What is needed from employees in order to be successful in one’s roleApply to employees in a specific role/job family
Functional Competencies
Reflect the “way of doing things” in Amdocs and apply as a whole to all employees
Core Competencies
Role Descripti
ons
Employee
Selection
Performance
Management
Learning & Skill
Assessments
Compensation and Rewards
Strategic Workforc
e Planning
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Amdocs Position on Diversity
• Public website mentions workplace inclusion and commitment to EEO standards
• Organization encourages supplier diversity
• Programs for minority-owned businesses (MBE), women-owned businesses (WBE), and disabled veteran-owned businesses (DVBE) to become suppliers
• No specific data on minority workforce
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SWOT Analysis
WEAKNESSES
Poor talent management programNo Diversity Officer rolePoor work-life balance
THREATS
Disengaged employeesPeter Principle in Career Development
High turnover
STRENGTHS
Recruiting a diverse workforceAdaptability to change
Discrimination policies in place
OPPORTUNITIES
Diversity workshopsImproved career planning program
Decentralize decision making process
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Oracle’s Position on Diversity
• Oracle is a leader in promoting diversity.
• Annual corporate citizenship report includes section on inclusion and diversity with % of minority groups among workforce.
• Well publicized Diversity and Inclusion initiatives on Oracle’s Public website
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Diversity Issues @ Amdocs
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Career Development for Minorities
Majority of upper management from one country of origin
Lack of career development opportunities for employees outside of country of origin
Upper Level Management
Not representative of its Workforce
Lack of HR Culture Involvement
Focusing on revamping IDP, Succession Planning, Diversity Focus
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Development of Program Change Strategy & Plan
Amdocs Current Focus on Diversity
Celebrate Amdocs’ Diversity
Amdocs is committed to providing employment opportunities for all qualified candidates and does not discriminate on the basis of race, color, religion, gender, sexual orientation, age, national origin, disability or veteran status or any other status that is protected by law. With thousands of employees serving customers in more than 60 countries, Amdocs is proud of the diversity of cultures, experiences and talents we each represent. (Amdocs Code of Business, 2013)
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Development of Program Change Strategy & Plan
Oracle’s current focus on Diversity
Oracle employees represent a variety of cultures, span four generations, practice many religions, and live in large cities and small towns. This diversity allows us to examine our business from a range of perspectives.
• Diversity and Inclusion at Oracle
• Oracle Workforce
• Diversity Recruiting
• Oracle Corporate Citizenship
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Development of Program Change Strategy
Diversity Recognition
• Take a survey
• Have a meeting with local and international HR teams
Diversity workshop with
global team
• Develop Training for Team
• Develop Training for Workforce
Diversity Officers
• Create this specific position with HR partnership
• Opportunity with Succession Planning
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Development of Program Plan
# 2.Establish the
Criteria for an Ideal System
# 1. Get Top Management Actively Involved
# 3. Appoint an Implementation Team
# 4. Build Your Mission, Vision,
Values
# 7. Orient Workforce# 8. Follow Up
# 5. Ensure Ongoing Communication
# 6. Train Diversity Officers
# 9. Monitor and Revise the
Program
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WHO TO INFLUENCE ?
WHAT TO SAY?
HOW TO REACH ?
Communication Plan
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Creating Leadership Buy-In (HOW?)
• Help understand the need of diverse and inclusive environment
• Help seeing the overall vision of a diverse workforce
• Linking Diversity with AMDOCS’ values and core competencies
• Benefits of introducing the program
• Comparative Analysis of Diversity initiatives with competitors
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Establishing Managers as Co-Owners (Why?)
• For improved employee morale and sense of belongingness
• Equal career advancement opportunities for self and team
• Improved perception as a Manager
• Fostering relationships based on Trust and Transparency
• Face to Face discussions with Managers
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Managing Employees
• Sharing good news!!!
• Holding seminars for Employees
• Education about the new developments and Process
• Creating employee resource groups
• Encourage their feedback
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Communication Method
EMPLOYEE OUTREACH
SeminarsWorkshopsMessage from CEOBoard MeetingsMessage from New Diversity Officer
TAKE HOME UPDATES
Monthly NewslettersAnnual UpdatesMultilanguage Journals, Brochures
IN PERSON
Face to Face DialogueWeekly MeetingsERGs
SPREAD THE
WORD
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Key Supporting Relationships
Executives & Owners Human Resources
Line Managers Internal Communications
Employees
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Expected Timelines
Establish Scope,Prepare Analysis
Report, Fix Budget
JULY 2014
Secure LeadershipBuy – In,
Communicate with Managers, Identify
Resources
OCTOBER 2014
Appoint Diversity Officer,
Conduct DiversityWorkshops, Brand
AMDOCs as an Inclusive Employer
JANUARY 2015
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Diversity Implementation Key Partners
• Proper marketing of the diversity development program
• Outside facilitators
• Internal diversity committee must consider variables
• Top level and mid level management training is essential
• Diversity committee must consider variables
• Employee pool and support staff
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Diversity Implementation Awareness
• Retool Diversity Program Development
• Legal Compliance
• Leadership Development
• Cultural Awareness and Diversity Competence Development
• Variety of diversity training offerings including:o Workshopso Webinars and Mobile Learningo Internal Social Mediao Mentoring
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Diversity Implementation Action• Monitor and act on workforce data
• Create and maintain employment database
• Analyze trends and issueso Hiring, promotions and pay equity
• Establish annual targetso Hiring and promotions
• Track Progresso Department heads and managers
• Have a complaint resolution processo Human Resources/Diversity Officer
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Diversity Talent Management• Develop pipeline of diverse talent
• Identify and develop diverse top fliersoSuper KeepersoKeepers
• Mentoring and coaching
• IDP and accountability plan
• Monitor talent and skills progress
• Coordinating training resources among departments
• Succession planning
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Diversity Implementation Considerations
• Climate Timing
• Labor Unions/Policies
• Human Resources o Legal Counsel
• Budget
• Technology Utilizationo IT Staffing
• Top down buy-in
• Success Storieso Short range and long range
vision
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EvaluateSet quarterly goals; measure & report progress and make adjustments based on progress.
• Representation of EEO groups at different levels.• Hiring and Career Progression Ratio for Minority vs. Non
Minority.• Turnover Ratio/absenteeism for various groups.• Pay equity and distribution of EEO groups across pay levels.• Rate of return from maternity/family leave for different
groups.
QuantitativeMetrics
• Include targeted questions in Bi-annual survey to measure perception.
• Conduct focus group interviews for deeper analysis of issues identified
• Gather diversity related issues from exist interviews.
Qualitative Metrics
MEASURE
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Evaluate
• Create a diversity scorecard/dashboard and publish on the company intranet.
• Send quarterly reports from diversity office to the board of directors.
• Publish results of diversity initiatives in the annual report.
• Communicate results across the organization through company intranet or publish them as desktop wallpapers/ screen-savers.
• Calculate and report Diversity ROI (Return on Investment) to senior management.
Report
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Evaluation Sample Diversity Dashboards
Source: http://www.southbankmosaics.com/about-us/open-data/open-data-2013
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Evaluation Sample Diversity Dashboards
Source: http://irp.dpb.cornell.edu/university-factbook/diversity
Source: http://diversity.berkeley.edu/data-dashboard
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Continue to Improve
• Continue to measure/evaluate success of initiatives.
• Benchmark results against industry/leaders.
• Create and encourage employee resource groups at all locations to help networking.
• Expand diversity committee and encourage volunteer participation.
• Provide training on topics such as cultural awareness, avoiding stereotypes.
• Continue to communicate executive’s commitment to diversity.
• Build upon existing programs such as supplier diversity.
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Questions
???