Академическая программа – ключевой элемент подготовки персонала в ИТ компаниях
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This document discusses using academic programs as a key part of staff development in IT companies. It argues that academic programs can help identify and develop the best talents through internships, study projects, and IT colleges. The document provides an example of a program with 115 students that leads to 25 interns per year. It estimates this program achieves a ROI of over 300% within 3 years, saving the company around $238,000 through lower hiring and salary costs. Academic programs thus provide both monetary benefits in costs savings and nonmonetary benefits like loyalty and skills for employees.
Академическая программа – ключевой элемент подготовки персонала в ИТ компаниях
- 1. Academic program as a key element of staff development in IT companies Evgeny Philippov, Director CIS Valentin Onossovski, GM Russia www.ExigenServices.com November 1-2, 2012
- 2. Agenda • Modern Design Centers and their Staff • Academic Programs as a Regular Practice in IT Industry • Best Talents Filtering Funnel • ROI & Savings • Key messages 2
- 3. Modern Design Centers … WHAT IS A MODERN DESIGN CENTER? High quality building, good decorations and furniture, latest hardware and software, internet access – YES, but these are just necessary attributes STAFF is a key factor! 3
- 4. … and their Staff Having experienced STAFF as a key factor we have to: – Form it – Keep it – Train it – Satisfy it – Substitute losses and – Be prepared for growing STAFF development is 4 critical process for IT!
- 5. Staff: hiring practice Substituting losses and growing business we use all possible hiring channels: – Hiring department – Agencies and headhunting – Referral Expensive and limited – Relocation – Development of fresh graduates Profitable and unlimited Profitable STAFF development? 5 Is it possible?
- 6. Staff development (1 of 2) • Current staff – Carrier planning – Substitution matrix – Trainings – Performance reviews – Promotions – Relocations (among projects or sites) Focus on INTERNAL staff is better 6 than “Super Experts” hiring
- 7. Staff development (2 OF 2) New staff development at Universities – Lectures, practices and seminars – Special labs – Study projects – R&D projects New staff development at company – Summer practice – IT-college – Internship Focus on INTERNAL staff requires 7 fresh graduates tuning
- 8. Internal Promotions and Relocations Academic Labor Market Program L1 L2 L3 L3 (Senior) L2 (Intermed) L2 L1 (Junior) L1 L0/L1 (Technician/Junior) L1 Labor Market L2 L3 Internal promotions and fresh 8 graduates tuning create SYNERGY
- 9. Best Talents Filtering Funnel Labor Market L0 L1 IT College 2-6 months internship Employee University Courses Students’ study projects Diploma Summer Practices Company funded R&D 3rd Year 4th Year 5th Year 6th Year Graduation Time Students 100 - 150 40 - 60 25 - 30 Academic Program should cover 9 major hiring needs
- 10. Academic Program as a Key Element of Staff Developmen • AP should be oriented to PROFITABILITY improvement • AP should be oriented to THE BEST TALENTS identification • AP with 115 students, IT College and 25 interns IS COST EFFECTIVE: – ROI = 300%+ – 3 years AP savings around $238K Profitability of Academic Program 10 is payment for your efforts!
- 11. Assumptions for ROI calculation • Annual Academic Program budget - $8,000 • Average internship duration - 4 months • Average monthly salary of interns - $600 RUR • Average %% if intern hours billed to customer – 10% • Average billing rate per month - $4,000 • Monthly L1 salary level – Internal promotion – $800 – Market average – $1,075 • Monthly L2 salary level – Internal promotion– $1,350 – Market average– $2,000 • Monthly L3 salary level – Internal promotion– $2,100 – Market average– $2800 • Salary increase annual rate – 20% 11 Assumptions are based on St.Pete data
- 12. ROI calculation – Staff scenario • Year 1 – From 115 AP graduates – 25 interns – In 4 months (average) – 25 L1 • Year 2 – 10 L1 grow to L2 – 10 L1 remain in the same positions – 5 L1 leave company • Year 3 – 5 L2 grow to L3 – 8 L1 grow to L2 – 2 L1 leave company – 2 L2 leave company 12 Scenario is based on authors experience
- 13. ROI calculation P&L: Costs and savings items Year 1 Balance Year 2 Balance Year 3 Balance IT colledge & summer # of graduates 115 practice: Student -> L0 Cost -$8 000,00 # of people working 25 10 0 # of people resigned 5 2 L0 (Interns)->L1 Cost -$60 000,00 Intern billed (10%) $40 000,00 L1 Salary savings $55 000,00 $16 560,00 $0,00 # of people working 10 11 L1->L2 # of people resigned 2 L2 salary savings $93 600,00 $31 260,00 # of people working 5 L2->L3 # of people resigned L3 salary savings $42 000,00 Year savings $55 000,00 $110 160,00 $73 260,00 Total savings $55 000,00 $165 160,00 $238 420,00 ROI 39,71% 201,71% 309,44% Academic Programs annual budget $8 000,00 Average internship duration, months 4 Average %% of Intern hours billed to customer 10% Average billing rate per month $4 000 Average salary during internship $600,00 Min $800,00 L1 salary level Average $1 075,00 Min $1 350,00 L2 salary level Average $2 000,00 Min $2 100,00 L3 salary level 13 Average $2 800,00 Salary increase annual rate (for most productive) 20%
- 14. Nonmonetary profits With young talented people passed through our Talent Filtering Funnel, we get: • Proved skills and intellectual level • Adaptation period passed during internship • High degree of loyalty towards Exigen Services • Reliability • Predictability • High motivation Nonmonetary benefits are very 14 important in long term perspective
- 15. Key Messages • Experienced Staff is critical for IT Company Success • Academic Program is a key element of “Staff development conveyer” oriented to THE BEST TALENTS identification • AP with 115 students, IT College and 25 interns is COST EFFECTIVE and PROFITABLE: – ROI = 300%+ – 3 years AP SAVINGS are around $238K – 25 interns will work productively as TECHNITIAN and JUNIOR ENGINEERS • Additional NONMONETARY BENEFITS will support your company in long term perspective 15
- 16. Thank you! Questions? Evgeny Philippov, Director CIS info@exigenservices.ru Evgeny.Philippov@Exigenservices.com 16