Redefine the 'we' in work - Technology Partners for the New Digital Workforce - Talentwerk
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Redefine the ‘we’ in work Technology Partners for the New Digital Workforce
Talentwerk
Contents
1 Who is Talentwerk? Talentwerk- about us
3
Contents Recruiting and Selection procedures
CEO Statement Facts & Figures
The new digital workforce in IT-Projects What our employees think
The Group References
Services Contact us
The Talentwerk Model
Unique application & training concept
2 Talentwerk Model examples
The Talentwerk Model – SAP Banking
The Talentwerk Model – Seamless Control
Success Story – SAP Banking
The Talentwerk Model – Mainframe example
Training plan, using the Mainframe example
2
As a cross-industry IT consultancy, Talentwerk promotes the use of graduates and t he next ge neration of digital
professionals. We offer our clients project teams with junior, talented and highly motivated employees, who have
already achieve d excellent knowledge and skills within their respective fields thanks to our innovative training and
support concept.
In today's world of work, every company must strive to find the Our employees experience a unique sense of support and the
best talent for its new employeesand managers at an early stage. possibility to implement the experience at an early stage. We offer
our clients access to a large pool of talented and qualified project
This is a difficult task for many companies, especially with regard staff at an optimal cost.
to IT junior staff. However, we believe that not every company has
to undertake this effort alone. Our core competencies have always been in the areas of project
office management, business analysis, testing and application
Our employees are integrated into a comprehensive support and support.
training concept, including continuous training and certification
programs (in consultation with customers' systems), which Our specialist focus is within application management,
ensures their ability to deliver on projects quicker and with greater development SAP and Mainframe. Therefore, we can offer you our
efficiency. All employees receive coaching and mentoring through consultants with relevant in-depth application knowledge.
management-led programs.
Stefan Ruehle
CEO
3
The New Digital Workforce in IT-Projects
The use of junior consultants relieving the burden on seniors
2/3 of the external consultants in IT projects are experienced senior consultants (especially in the fields of PMO, Business Analysis,
Application Management and Testing, SAP Development and Mainframe).
Day rates for senior specialists are on average almost £700 compared to starting rates of £350 for Juniors.
Offshoring is an adequate tool for clearly structured and documented processes, but 70% of IT tasks require specialized and company-
specific know-how that require cost-effective local resources.
Seniors often undertake day-to-day tasks Senior consultants are not 100% more
for which they are over-qualified. productive than junior consultants (as the
100% difference of the day rate suggests).
Junior consultants can relieve the burden on Use of Junior Consultants leads to a cost-
senior consultants, so as to free up capacity effective mix of resources in the project,
for project tasks. while increasing productivity and lowering
budget requirements.
Through the use of junior professionals from Talentwerk
Ability to
Externalization Increased
Cost Savings secure future
of risk productivity junior IT staff
4The Group
Consistent IT-focus throughout the Group
Talentwerk Ltd
Jobwerk UK IT & Business Talentschmiede Gründer- ITYP e.V.
consulting company
German Business maschine
Work-study jobs, focussing on the Federal Association for
internships, or next generation of consultancy for Junior Young IT Professionals
Consultants & FinTech Incubator, the
supervising Bachelor's digital graduates & founder and visionary in the Financial Sector
and Master's theses Specialists in IT and
junior professionals from the finance
process consulting
projects industry
IT focussed throughout the group enabling an excellent network across all seniority levels
Talentwerk Limited - www.talentwerk.comServices
Staffing expertise & training skills
IT services provided by Junior IT Professionals to support all business processes of our customers.
Project Business
Project (Office) Management Management Analysis Business Analysis
Controlling | Reporting | Planning Detail analysis | Modelling | Documentation
Software Engineering Systems Systems Operation
Software
Application development Engineering Operation Windows | UNIX |
Java und .NET Oracle DB | Mainframe
Application Management Testing
SAP Banking | Digital Banking | Application Testing Test case management |
IT Security | HR IT Management Test processing and control|
Our employees are involved in an intensive training and support concept. The approach of Talentwerk goes beyond the classic career
development. On request the consultants are trained on the systems of our customers to speed up integration and productivity.
6The Talentwerk Model
An alternative to risk-oriented offshoring
CAREER PLANNING INTEGRATION KNOWLEDGE BUILDING
Individual career plan for our Our consultants work long-term in a Training and further training
employees in consultation with our project with one of our customers. complete the training-on-the-job.
customers
TALENTWERK MODEL
MENTORING REVERSE SHADOWING INTERNALIZATION
Quickly take over the The consultants used can be hired, by
By either senior Talentwerk
responsibility of the customer's mutual agreement, at the request of
employees as team leads or taking
own consultants the customer after 12-36 months
over mentoring by management
The model represents a stable, sustainable, continuous and strategic personnel solution by utilising junior highly motivated staff at the customer site. Risks remain
externalized. Through adaptable capacities, the organization remains highly agile while at the same time saving costs.
7Unique application and training concept
Know-how Transfer Methodology and time periods
PLANNING-PHASE KNOWLEDGE KNOWLEDGE REVERSE
BUILDING TRANSFER SHADOWING RUN
Documentation
Take over
Scheduling Classroom Training Training-on-the-job Running Operations
responsibility and
tasks Mode
Questionnaire
Talentwerk Training 2 OTHER MONTHS
per year
local Support by Partner
3-4 WEEKS 4 WEEKS 4 WEEKS 2 MONTHS (Mainframe) Expert
(Once) per year per year per year
8The Talentwerk Model - SAP Banking
Target Operating Model SAP Banking
(CUSTOMER): Bank A carries out a large SAP implementation which results in an increasing need for support.
Additional capacities should be cost-effective, i.e. the right capacity for the right tasks at the right cost.
BANK A
BANK A with TALENTWERK
TALENTWERK
Routine activities Junior Professionals CONSULTANTS
consume high-quality take on more basic
MODEL
senior capacity, and role of the team,
upstaffing is often releasing the Senior
limited to the existing Experts to act as
cost level. knowledge multipliers
and team leaders.
RESULT: Through the use of Junior Professionals from Talentwerk, the Senior Experts of the Bank A are enabled
to focus on senior tasks and thus build the team cost-effectively. The established knowledge of the Talentwerk
consultants can be maintained in the long term by a possible internalisation at Bank A by the company.
9The Talentwerk Model - Seamless Control
The seamless embedding in any organizational form
OPERATIONS • Seamless embedding of
TICKET SYSTEM
MANAGER application support capacity
into the customer's support
and operating model
Status Updates & Service Requests &
Reports
Status Updates
Incidents
• Transparent controlling of
agreed performance targets
• Transfer of the technical
control to existing or
APPLICATION MANAGEMENT accredited experts
• Embedding in the application
support model • Initial (one) leadership and
• Technical control by the customer training through Talentwerk
• Objective control through Senior (SAP) Experts
Talentwerk
• Extension of the model to
other service areas possible
OLA, License & Support Agreements
3RD LEVEL
10Success Story – SAP Banking (Large Bank)
Future-oriented staff mix by Talentwerk
THE CHALLENGE THE SOLUTION
• Growing demand for SAP know-how • Highly qualified and motivated
• A large number of highly qualified graduates and junior professionals
SAP consultants through external from Talentwerk work as external
employees junior consultants with
– Strengthening the transfer of internalization option
knowledge to internal staff • Integrated further education
– High risk of loss of knowledge when concept with learning contents
leaving (adapted to the bank)
– Problematic cost structure • Know-how exchange with external
– Low internal innovation capacities consultants
– Long-term dependence on the
market
• Cost-effective concept through
lower day rates compared to SAP
senior consultants
RESULT: Creation of a sustainable and future-oriented personnel approach by the use of junior professionals, while optimizing the employee
mix of internal and external capacities through an internalization option and the reduction of the external senior headcount.
11The Talentwerk Model - Mainframe example
Target Operating Model Mainframe
INITIAL SITUATION (CLIENT): 71% of the Fortune 500 Companies in the financial sector and companies that require
high transaction and data volumes (Big Data & Analytics) will focus on mainframes in the long run. Therefore, the
long-term care and the future-proof operation of the Mainframe systems must be ensured with qualified specialists.
CLIENT A CLIENT A
TALENTWERK
Expensive senior Talentwerk Junior
headcount is not Professionals take on
MODELL
necessary at the the roles within the
support level. At the team, while the Senior
same time, junior talent Experts act as
in the Mainframe area is knowledge multipliers
often hard to find. and team leaders.
RESULT: The know-how transfer from the Senior Experts to the Talentwerk professionals is preceded by a coordinated training
and further training plan by Talentwerk. In addition, the model represents sustainable growth potential.
12Training plan, using the Mainframe example
Detailed planning in consultation with customers
Common Block Specialist Block Accompaniment
INTRODUCTION MAINFRAME ARCHITECTURE ITIL v3.0 FOUNDATION LEVEL COACHING / MENTORING
(5 Days) (3 Days)
USER SETTINGS BANK PROSESSES INFORMATION &
(9 Days) (5 Days) COMMUNICATION
OPERATION BANK PLANNING COMMUNICATION &
(15 Days) (2 Days) PERCEPTION
I / O AND PLATE SUSPENSIONS PROJECT MANAGEMENT STUDY MODERATION &
(2 Days) (2 Days) DISCUSSION
TRANSACTION PROCESSING CERTIFICATION PREPARATION STAKEHOLDER-
(3 Days) (5 Days) MANAGEMENT
CLUSTERING WITH SYSPLEX ESCALATION &
(2 Days) DEESCALATION
Plus 17 additional
course modules
SYSTEM z SECURITY
(2 Days) PRESENTATION
TECHNOLOGY
MAINFRAIME INTERNET INTEGRATION
(5 Days)
LEGEND: Self Study (eLearning) Reflection and Exercises Classroom Training Coaching/Mentoring
13Recruiting and Selection procedures
Multi-stage, best-of-breed processes
Candidate Selection process
TELEPHONE FACE TO FACE ONSITE F2F
PREPARATION INTERVIEW ASSESSMENT CONTRACT
INTERVIEW INTERVIEW
Profiling Telephone Face to face Self Assessment Onsite face to Contract
interview interview face interview offer
Creation of a skill
matrix to ensure the Self evaluation of
Initial interview of Personal face to personal and Personal onsite Individual offer
cultural fit between
the applicant face interview by professional skills interview by client
customers and
against agreed Talentwerk senior team
applicants according Contract
skill matrix staff to assess and management,
to requirements Online signing
test the candidate possibly plus an
suitability Assessment upstream
Discussion in
Identifying regard to the assessment centre
Skype interview Evaluation test in
technical skills
when location regard to general
Direct contact and and content of the
restrictions may knowledge and Optional:
online recruiting possible target
position apply concentration Assessment
Centre
Screening
Checks Personality Test
References
First round review of Taken
applicant skills and Proof of ID / UK
qualifications. work eligibility
14Recruiting and Selection procedures
Integration of the customer in the selection process to secure best "fit"
5 • Applicant selection is the responsibility of the customer
SELECT &
• Initiate further training phase with Talentwerk
SETTINGS
• Integration into the daily business
4 • Talentwerk carries out a preselection of the applicants
ASSESSMENT • Joint assessment centre accompanied by the customer's representative
• Evaluation of the candidates by the customer and Talentwerk
3
SELECTION • Talentwerk controls the selection process
PROCESS
• Line Management on the customer side are integrated into the offer design
2 • Specification of skill requirements and personnel requirements
SPECIFICATION • Specification of the soft skill requirements
• Financial forecast
1 • Concept development for the possible use of junior professionals
INITIALIZATION • Identification of internal customer projects and positions for junior professionals
• Financing plan for the initiative
15Facts & Figures
80 45 6,5 Mio.
Employees
Hired by clients £ Turnover
42%
Female
25.000
£ training costs per employee
21
Nationalities
5
Years since
foundation >100%
Compound Annual Growth Rate
16What our employees think
How would our employees describe Talentwerk?
Burcu O.:
“The company is very Naddal A.:
supportive and creative. I feel
like I am never left alone – we
“I am allowed to
are like one big family. My ideas grow and show my
and feedback are always potential. I get
welcomed”.
support and
training to develop
my career”.
René S.:
“ An IT consulting
company that works Laura B.:
closely with global “The parallel training concept of Talentwerk
Cathrin B.:
companies and is has greatly facilitated the integration phase “I am paid for the job I
always growing”. within the company, since Talentwerk offered really love and I am
the "right degree of practice and theory". learning new things
everyday. I am able to use
my knowledge and push
myself in the areas that I am
unsure of myself”.
Sven M.: Anisa K.:
"Talentwerk distinguishes itself from "Talentwerk is professional,
other companies by the fact that uncomplicated, ambitious
and motivating company
every employee is appreciated and
that provides the necessary
promoted. Even if you work tools, including intensive
Kadir N.:
externally, a close contact is always coaching and mentoring”.
"An ambitious dynamic
maintained. "
company that has managed
to win many committed and
motivated people."
17References
Client successes across Finance, Banking & Logistics
Further refrences
upon request…
18Contact us Peter Breeze Erika Veliulyte Stefan Ruehle Director Talent Acquisition Recruiter CEO peter@talentwerk.com erika@talentwerk.com sruehle@talentschmiede.com Talentwerk Limited 63 St Mary Axe, London. EC3A 8AA Tel: +44 203 908 1948 Email: info@talentwerk.com http://www.talentwer k.com
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